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 12.02.1), 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: (i) to co-operate with the aims and purposes of the Centre for Human Rights, Equity and Inclusion; (ii) 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; (iii) to follow the procedures set forth in this article respecting the resolution of a racial/ethnic harassment dispute. The employer further agrees: (iv) to initiate and support educational and research programs mounted by the Centre for Human Rights, Equity and Inclusion; for the University community; and (v) to discipline, where appropriate, an employee-harasser pursuant to the provisions of Article 8. 4.04.2 Racial/ethnic harassment shall be defined as: (i) offensive comments, including racial/ethnic slurs, jokes, remarks or other such verbal abuse; and/or offensive physical gestures or abuse; and/or (ii) consistent exclusion from that to which a person(s) would otherwise have a right or privilege; and/or (iii) continued differential treatment in the assignment of duties or responsibilities (subject to Article 12.02.1); and/or (iv) 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 12.02.1), 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. 4.04.3 On receipt of a complaint of racism and/or ethnic harassment from an employee, the Employer will also advise the employee of their right to Union representation in connecti...
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RACIAL AND ETHNIC HARASSMENT. When a grievance is filed as per Article 6.20, a first meeting is convened by the Employer as per Article
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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: (i) to co-operate with the aims and purposes of the Centre for Race and Ethnic Relations (CRER); (ii) to co-operate with CRER in the development of educational programmes for CUPE 3903 members and contract administrators; (iii) to follow the procedures set forth in this article respecting the resolution of a racial/ethnic harassment dispute. The employer further agrees: (iv) to initiate and support educational and research programmes mounted by CRER for the University community; and (v) to discipline, where appropriate, an employee-harasser pursuant to the provisions of Article 8.
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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 12.02.1), 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 workrelated racial or ethnic harassment. In keeping with this objective, the Parties agree:
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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 .02 .1), 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 her student status or employment status as a result of suffering work-related racial or ethnic harassment . In keeping with this objective, the Parties agree: (i) to co-operate with the aims and purposes of the Centre for Human Rights, Equity and Inclusion; (ii) 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; (iii) to follow the procedures set forth in this article respecting the resolution of a racial/ethnic harassment dispute . The employer further agrees: (iv) to initiate and support educational and research programs mounted by the Centre for Human Rights, Equity and Inclusion for the University com- munity; and (v) to discipline, where appropriate, an employee-harasser pursuant to the provisions of Article 8 .
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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. 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. 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; • Assigning unreasonable duties or workload to an employee; • Assigning dem...
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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.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and 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 University 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 Office of Equity and Human Rights Services 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 Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

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