PSYCHOLOGICAL HARASSMENT. 1-4.01 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. 1-5.01 The board and the union recognize that every employee has a right to a work environment free from psychological harassment as provided for under the Act respecting labour standards (CQLR, chapter N-1.1). CHAPTER 2-0.00 FIELD OF APPLICATION AND RECOGNITION 2-1.00 FIELD OF APPLICATION 2-1.01 The agreement applies to all the employees defined as such in the Labour Code (CQLR, chapter C-27) and covered by accreditation, subject to the following partial applications:
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. 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
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. Appendix A Psychological harassment may take many forms, such as: o Preventing someone from expressing themselves – interrupting them continually or preventing them from speaking to others o Isolating someone – not speaking to them in public, not speaking to them at all, ignoring their presence, distancing them, depriving them of means of communication (telephone, computer, mail, etc.), or preventing others from speaking to them o Disparaging someone – spreading rumours about them, ridiculing them, humiliating them, questioning their beliefs or personal life, insulting them, or harassing them sexually o Discrediting someone – no longer giving them tasks to perform, requiring them to perform tasks that are downgrading, absurd or below their abilities, ensuring that they fail, accusing them of professional misconduct, or denigrating them in front of others o Threatening or attacking someone – yelling at them, shoving them, or damaging their property o Unsettling someone – mocking their beliefs, tastes, political choices, sexual orientation, or weaknesses, making disparaging references without ever clarifying them, calling into question their judgement and decision making Psychological harassment should not be confused with other types of issues related to work, such as the legitimate exercise of a right to manage or a personality conflict between two individuals.
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. Define psychological and sexual harassment. Offer training and adopt a policy. 11 SENIORITY Unions advocate the concept of seniority. The aim is to eliminate arbitrary exercise of management rights when assigning positions, overtime, vacations, etc. Usually, seniority is calculated from the date of hire. However, it is sometimes calculated based on the number of hours or days actually worked since the date of hire. In such cases, workers who are absent due to illness, parental leave, vacation, a workplace accident, etc., cease to accrue seniority and are penalized. Women still make up the majority of workers taking maternity and parental leave, preventive withdrawal and family-related leaves to care for children or parents. In cases where seniority accumulates based on hours or days worked, women fail to accumulate enough hours to accrue seniority during these absences, and lose career opportunities. Sometimes, salary increases or granting of permanent status is also delayed. Accrual of seniority from the date of hire can be general or departmental. We favour general seniority to offer Union members greater mobility.
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).
PSYCHOLOGICAL HARASSMENT a) The Society and the Local 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 Local 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.
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.
