Common use of PSYCHOLOGICAL HARASSMENT Clause in Contracts

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. ‌ 1-4.01 The board and the union recognize every employeeperson's right to a workplace free from psychological harassment as provided for under the Act respecting labour standardsstandards (CQLR, chapter N-1. 1). 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 bus driver 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 held under this clause with the employer prescribed in this clauseemployer, a union representative may accompany the employeebus driver, 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. 1-4.04 A grievance dealing with psychological harassment in the workplace shall be given hearing priority.

PSYCHOLOGICAL HARASSMENT. ‌ 1-4.01 The board and the union recognize every employeeperson's right to a workplace free from psychological harassment as provided for under the Act respecting labour standardsstandards (R.S.Q., c. N-1.1). 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 bus driver 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 held under this clause with the employer prescribed in this clauseemployer, a union representative may accompany the employeebus driver, 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. 1-4.04 A grievance dealing with psychological harassment in the workplace shall be given hearing priority.

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 standardsstandards (CQLR, chapter N-1. 1). 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. 1-4.04 A grievance dealing with psychological harassment in the workplace shall be given hearing priority.