RACIAL AND ETHNIC HARASSMENT Sample Clauses

RACIAL AND ETHNIC HARASSMENT. 4.04.1 The union and the employer recognize the right of employees to work in an environment free from discrimination and/or harassment on the basis of native language (subject to Article 12.01.7), race, colour, ethnicity, ancestry, place of origin, nationality, and/or religion, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that racial and ethnic harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit or any employee in the bargaining unit shall be penalized in their student status or employment status as a result of suffering work- related racial or ethnic harassment. In keeping with this objective, the parties agree:
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RACIAL AND ETHNIC HARASSMENT. 4.04.6 When a grievance is filed as per Article 6.20, a first meeting is convened by the Employer as per Article 6.06. If an employee who is not in the CUPE 3903 bargaining unit is named as a respondent in the grievance, this meeting may include a case advisor or the Executive Director from the York University Centre for Human Rights, Equity and Inclusion (the Centre).
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RACIAL AND ETHNIC HARASSMENT. The union and the employer recognize the right of employees to work in an environment free from discrimination and/or harassment on the basis of native language (subject to Article 12.01.7), race, colour, ethnicity, ancestry, place of origin, nationality, and/or religion, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that racial and ethnic harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit shall be penalized in her student status as a result of suffering work-related racial or ethnic harassment. In keeping with this objective, the parties agree:
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RACIAL AND ETHNIC HARASSMENT to update name from Centre for Human Rights to Centre for Human Rights, Equity and Inclusion, and position title from Director to Executive Director.
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RACIAL AND ETHNIC HARASSMENT. The union and the employer recognize the right of employees to work in an environment free from discrimination and/or harassment on the basis of native language (subject to Article 12.01.7), race, colour, ethnicity, ancestry, place of origin, nationality, and/or religion, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that racial and ethnic harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit or any employee in the bargaining unit shall be penalized in their student status or employment status as a result of suffering work- related racial or ethnic harassment. In keeping with this objective, the parties agree: to co-operate with the aims and purposes of the Centre for Human Rights, Equity and Inclusion. to co-operate with the Centre for Human Rights, Equity and Inclusion in the development of educational programs for CUPE 3903 members and contract administrators; to follow the procedures set forth in this article respecting the resolution of a racial/ethnic harassment dispute. The employer further agrees: to initiate and support educational and research programs mounted by the Centre for Human Rights, Equity and Inclusion for the University community; and to discipline, where appropriate, an employee-xxxxxxxx respondent pursuant to the provisions of Article 8. Racial/ethnic harassment shall be defined as: offensive comments, including racial/ethnic slurs, jokes, remarks or other such verbal abuse; and/or offensive physical gestures or abuse; and/or consistent exclusion from that to which a person(s) would otherwise have a right or privilege; and/or continued differential treatment in the assignment of duties or responsibilities (subject to Article 12.01.7); and/or any other offensive actions which demean, belittle and/or cause humiliation or are unwelcome to an individual and/or group(s) on the basis of native language (subject to Article 12.01.7), race, colour, ethnicity, ancestry, nationality, place of origin, and/or religion by a person(s) who knows or ought reasonably to know that such comments, gestures, exclusions, differential treatment and/or other actions is demeaning or unwelcome. On receipt of a complaint of racism and/or ethnic harassment from or against an employee, the Employer will also advise the employee of their right to Union representation in connection with the complaint. The Employer will fol...
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RACIAL AND ETHNIC HARASSMENT. 4.04.6 When a grievance is filed as per Article 6.20, a first meeting is convened by the Employer as per Article 6.06. If an employee who is not in the CUPE 3903 bargaining unit is named as a respondent in the grievance, this meeting may include a case advisor or the Executive Director from the York University Centre for Human Rights, Equity and Inclusion (the Centre). The employer shall not use information provided by a complainant-employee respecting sexual and/or gender harassment for the purpose of disciplining any member of the University community unless that complainant-employee specifically agrees to such usage.
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RACIAL AND ETHNIC HARASSMENT. Racial or ethnic harassment is not condoned by Formula Ford. Racial harassment is when someone bothers, threatens or treats another person unfairly because of his or her race, colour or ancestry. Such forms of harassment can also be connected with one's place of origin, religion, citizenship or first language. Examples of conduct which may be racial or ethnic harassment include: • Unwelcome remarks, jokes or innuendos about a person's racial or ethnic origin, colour and place of birth, citizenship or ancestry; • Displaying racist or derogatory pictures or other offensive material; • Insulting gestures or practical jokes based on racial or ethnic grounds which create awkwardness or embarrassment; or • Refusing to speak to or work with someone or treating someone differently because of their ethnic or racial background. Psychological Harassment (Bullying): At Formula Ford we are committed to providing you with a work environment free from psychological harassment. You have the responsibility to conduct yourselves accordingly. Definition of Psychological Harassment: Psychological harassment is behaviour that is repetitive, hostile or unwanted, damaging to a person's dignity and results in a harmful work environment. Examples of psychological harassment include, but are not limited to: • Making rude, degrading or offensive remarks; • Discrediting the person; spreading rumours, ridiculing him/her, humiliating him/her, calling into question their convictions or their private life, shouting abuse, sexually harassing him/her, or harassing that person based on any ground prohibited by human rights legislation, including race, colour, sex, sexual orientation, pregnancy, civil status, age, religion, political convictions, language, ethnic or national origin, social condition or handicap; • Belittling the person; forcing him/her to perform tasks that are belittling or below his/her skills, simulating professional misconduct; • Character assassination; spreading rumours, gossip and Innuendo, especially that which is malicious, hurtful and untrue; ▪ Social isolation; ostracizing or ignoring an individual; • Violence, intimidation or threats of violence; • Deliberately undermining someone or stopping that person from completing his or her work; • Belittling an employee's work or achievements or constantly taking credit for that person's accomplishments; removing responsibilities and accountabilities without reason; • Constantly changing work requirements and/or standards...
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Related to RACIAL AND ETHNIC HARASSMENT

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

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