PSYCHOLOGICAL HARASSMENT. 1-5.01 The board and the union recognize that every employee has a right to a work environment free from psychological harassment as prescribed in the Act respecting labour standards (CQLR, chapter N-1.1).
1-5.02 The board and the union recognize that psychological harassment is a reprehensible act and shall collaborate in preventing situations of psychological harassment.
PSYCHOLOGICAL HARASSMENT.
1-4.01 The board and the union recognize every employee's right to a workplace free from psychological harassment as provided for under the Act respecting labour standards. They also recognize that psychological harassment is reprehensible and they shall strive to prevent such practices in the workplace. To this end, the board must adopt reasonable measures to prevent psychological harassment and, when such a practice is brought to its attention, to eliminate it.
1-4.02 The employee who claims to have been psychologically harassed may contact a board representative in order to attempt to find a solution to his or her problem according to the mechanism and procedures prescribed in the board policy, if need be. During a meeting with the employer prescribed in this clause, a union representative may accompany the employee, if the latter so desires.
1-4.03 Any grievance dealing with psychological harassment in the workplace shall be submitted to the board by the plaintiff or the union, with the plaintiff’s consent, according to the procedure prescribed in article 9-1.00. The plaintiff or the union, with the consent of the plaintiff, may refer the grievance to arbitration according to the procedure prescribed in article 9-2.00.
PSYCHOLOGICAL HARASSMENT. The AQPM, the Guild, the Producer, and the Director or Second Unit Director recognize the importance of a workplace free of psychological harassment. The Producer and Director or Second Unit Director undertake not to tolerate or to allow such harassment. Psychological harassment consists in offensive conduct manifested in repeated behaviour, words, actions or gestures that are hostile or unwanted, which undermine the dignity or the psychological or physical integrity of an individual and which create a harmful work environment for that person. A single, serious action may also constitute psychological harassment. It must be demonstrated that said action has undermined the individual’s dignity or psychological or physical integrity and that it has produced an ongoing harmful effect.
PSYCHOLOGICAL HARASSMENT. All employees are entitled to work in an environment that is free of psychological harassment, as prescribed in the Act respecting Labour Standards (R.S.Q., c. N-1.1).
PSYCHOLOGICAL HARASSMENT. 7-4.01 Every employee is entitled to a workplace free of psychological harassment. The employer shall take all reasonable steps to prevent psychological harassment and, when such conduct is brought to its attention, to stop it. The Union shall collaborate with the Employer
7-4.02 The Center’s internal policy for the handling of complaints of psychological harassment appears in Appendix F. In the event of disagreement in discussions, either of the parties may request the intervention of a mediator provided by the Ministry of Labour. If the disagreement persists, either of the parties may submit the dispute to an arbitrator.
PSYCHOLOGICAL HARASSMENT a) The Society and the Union affirm that every employee is entitled to a respectful work environment and an environment free from psychological harassment which includes bullying. Therefore, the Society and the Union will not condone any inappropriate behaviour by any of their respective representatives or members that interferes with work relationships and isolates, alienates or demeans any employee.
b) The Society and the Union agree that there shall be no psychological harassment in the workplace by any of their respective representatives or members. The Society will take every reasonable action to eliminate such behaviour and provide redress. Psychological harassment means any vexatious behaviour that is repetitive in the form of hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee's dignity or psychological or physical integrity and that results in a harmful work environment for the employee. Notwithstanding this, psychological harassment must not be confused with the normal exercise of the Society's management rights, in particular their right to assign tasks and their right to take disciplinary action. Insofar as the Society does not exercise these rights in a manner that is inconsistent with Article 3, their actions do not constitute psychological harassment.
PSYCHOLOGICAL HARASSMENT. Appendix A
PSYCHOLOGICAL HARASSMENT. For this agreement’s purposes, “psychological harassment” can be defined as vexing conduct manifested in behaviours, words, repeated acts or gestures, that are hostile or undesired, which harm the dignity or the psychological or physical integrity of any person and create a harmful work environment. For greater precision, psychological harassment includes such conduct when it is manifested by such words, acts or gestures, including those of a sexual nature. Just one serious action can also constitute psychological harassment if it xxxxx a person and produces a lasting harmful effect on them. Psychological harassment should not be confused with other types of challenges likely to occur at work, notably the legitimate exercise of a right to manage people, a personality conflict between two individuals, or a work environment that is demanding or that imposes certain constraints. For more in-depth understanding, it is recommended to consult Letter of Understanding No. 1 on psychological harassment, attached to this agreement, which gives concrete examples of the different forms that harassment can take.
PSYCHOLOGICAL HARASSMENT. Psychological harassment refers to any vexatious behaviour occurring in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affect an employee’s dignity or psychological or physical integrity, and that result in a harmful work environment. Sexual harassment refers to any vexatious behaviour of a sexual nature occurring in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affect an employee’s dignity or psychological or physical integrity, and that result in a harmful work environment. The employer and its representatives shall take all measures to prevent and halt psychological and/or sexual harassment. The employer shall adopt a psychological and sexual harassment policy developed jointly with the Union. This policy shall be communicated to all unionized employees and training shall be provided every twenty-four (24) months.
PSYCHOLOGICAL HARASSMENT. Workers have a right to a workplace environment free of psychological harassment; to that end, the Board takes all reasonable measures to prevent harassment and, when such conduct is brought to its attention, to stop it (1-4.02).
