RESPECT IN THE WORKPLACE. The Corporation and the Union recognize the dignity and worth of every individual and are committed to a climate of understanding and mutual respect in the workplace.
RESPECT IN THE WORKPLACE. 8.01 The Parties recognize the value of informal discussion between Employees and their supervisors, and between the Union and the Employer, with the intent that problems and concerns be resolved without recourse to formal complaint.
8.02 The College and the Union agree that there shall be no discrimination, interference, restriction, or coercion exercised or practiced with respect to any Employee in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay-off, recall, discipline, discharge, or otherwise by reason of race, political beliefs, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, sexual orientation, marital status, source of income, family status, or any other provision covered by the Alberta Human Rights Act, nor by reason of membership or activity in the Union.
8.03 Clause 8.02 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
8.04 Discrimination, including harassment and bullying, takes place when a person acts in a manner that is directed at and offensive to another person or persons in the workplace and that the individual ought to reasonably have known to be inappropriate and/or unwelcome and to have the effect of creating an unfair, unreasonable or unsafe environment. Discrimination, including harassment and bullying, does not include an action occasioned through the exercise, in good faith, of the Employer’s managerial/supervisory rights and responsibilities.
8.05 The parties agree to cooperate in ensuring that Employees are able to work in an environment free from discrimination, harassment, bullying and violence.
8.06 When an Employee submits a complaint of discrimination, harassment or bullying, the Employer shall conduct an investigation in accordance with policy and Employees are required to cooperate with the investigation. All complaints will be dealt with promptly and in a confidential manner. To the extent possible investigations will be concluded within ninety (90) days from the date of the complaint.
8.07 The Employer’s investigation process will not limit an Employee’s right to seek redress through any other available procedure including:
(a) Grievance procedure; and/or
(b) Alberta Human Rights Commission.
RESPECT IN THE WORKPLACE. 31.01 The Parties recognize the value of informal discussion between Employees and their supervisors and between the Union and the Employer to the end that problems might be resolved without recourse to formal complaint. The Union, Employer and Employees are committed to a safe and respectful workplace where workplace violence, bullying and harassment are not tolerated. The Employer, after proper investigation, may discipline for just cause any person employed by the Employer engaging in workplace violence, bullying or harassment.
RESPECT IN THE WORKPLACE. The Union and the Employer recognize the right of employees to work in an environment free from discrimination, harassment or bullying, and affirms that all persons are to be treated with respect and dignity. All persons are accountable for their own conduct and must conduct themselves in a civil, respectful, and non-discriminatory manner at the workplace and at work-related gatherings. The Employer and the Union agree that discrimination, bullying and harassment is unacceptable. The parties recognize that timeliness in reporting and investigation are key to successful resolution of a complaint. Accordingly, employees are encouraged to report incidents or complaints as soon as possible.
RESPECT IN THE WORKPLACE. 6.01 There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either party by reason of age, race, colour, creed, national origin, political or religious belief, gender, sexual preference, marital status, physical or mental disability, nor by reason of membership or non- membership or activity in the Union nor in respect of an Employee’s or Employer’s exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.
6.02 The Union and the Employer recognize the right of the Employees to work in an environment free from harassment and the Employer after proper investigation, may discipline for just cause any person employed by the Employer engaging in the harassment of another Employee.
6.03 The Employer’s investigation procedure will not limit an Employee's right to seek redress through any other available procedure including:
(a) Grievance procedure; and
(b) Alberta Human Rights Commission.
RESPECT IN THE WORKPLACE. 3.01 The Employer and the Union agree to abide by the Alberta Human Rights Act. It is agreed there will be no discrimination, restriction, or coercion exercised or practiced on the part of the Employer or the Union with respect to any Employee by reason of sexual orientation, membership or non-membership or activity in the Union, nor in respect to any of the listed grounds in the aforementioned Act including age, race, colour, religious or political beliefs, gender, gender identity, gender expression, mental or physical disability, place of origin, marital status, family status, or source of income. For the purposes of this Article, the parties agree that the defenses and definitions of the aforementioned Act are applicable.
3.02 The Employer, the Union and Employees are committed to a safe and respectful workplace where workplace violence, bullying and harassment are not tolerated. For the purposes of this Agreement, bullying and harassment are defined as any improper conduct by an individual that is directed at and offensive to another person or persons in the workplace, and that the individual knew or ought reasonably to have known would cause offence or harm.
3.03 The parties recognize the value of informal discussion between Employees and their supervisors, between two (2) or more Employees, and between the Union and the Employer, with the intent that problems and concerns be resolved without recourse to formal complaint.
3.04 An Employee who has a complaint relating to Article 3 has a responsibility to document the incident and advise the offender that their actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee shall contact their immediate supervisor, the Department Head, Human Resources or Union Representative for assistance.
3.05 When an Employee submits a complaint relating to Article 3, the Employer shall conduct an investigation in accordance with policy and all Employees are required to cooperate with the investigation. All complaints will be dealt with promptly and in a confidential manner. To the extent possible investigations will be concluded within ninety (90) days from the date of the complaint.
3.06 If the investigation determines that discrimination, harassment, or bullying has occurred, the Employer may impose disciplinary action, up to and including discharge.
3.07 The Employer will not tolerate any form of retaliation against an Employee who, in good fai...
RESPECT IN THE WORKPLACE. 7.01 There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either party by reason of age, race, colour, creed, national origin, political or religious belief, gender, sexual orientation, marital status, physical or mental disability, nor by reason of membership or non- membership or activity in the Union nor in respect of an Employee’s or Employer’s exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.
7.02 The Union and the Employer agree to respect and dignity in the workplace supporting a policy of zero tolerance for violence in the workplace.
7.03 The Union and the Employer recognize the right of the Employees to work in an environment free from harassment and the Employer after proper investigation, may discipline for just cause any person employed by the Employer engaging in the harassment of another Employee.
7.04 There shall be no limits on an Employee’s rights to seek redress through the Alberta Human Rights Commission.
RESPECT IN THE WORKPLACE. 4.01 The Company will not discriminate against any employee because of membership or participation in the Union.
4.02 Both the Company and the Union agree to the principle of Employment Equity and agree, as required, to provide representation to the Employment Equity Committee.
RESPECT IN THE WORKPLACE. 8.01 The Union and the Employer recognize the right of Employees to work in an environment free from discrimination and harassment and the Employer, after proper investigation, may discipline for just cause any person employed by the Employer engaging in the harassment of another Employee.
RESPECT IN THE WORKPLACE. 12.01 There shall be no discrimination, harassment, bullying, violence, restriction or coercion exercised or practiced in respect of any Employee by either party by reason of age, race, colour, creed, national origin, political or religious belief, gender, gender identity, gender expression, sexual orientation, marital status, physical or mental disability, nor by reason of membership or non-membership or activity in the Union nor in respect of an Employee’s or Employer’s exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.
12.02 The Union and the Employer agree to respect and dignity in the workplace, support a policy of zero tolerance for violence in the workplace.
12.03 For the purposes of this Agreement, harassment is defined as any improper conduct by an individual that is directed at and offensive to another person or persons in the workplace, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display:
(a) when such conduct might reasonably be expected to cause insecurity, discomfort, offense or humiliation to another person or group;
(b) when submission to such conduct is made, either implicitly or explicitly, a condition of employment or is used as a basis for any employment decision; or
(c) when such conduct has the purpose or effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment. Harassment includes, but is not limited to sexual harassment and workplace violence.
12.04 An Employee who has a complaint of discrimination or harassment has a responsibility to document the incident and advise the offender that their actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee shall contact their immediate supervisor, the Department Head, or Employee Relations for assistance. The Employer commits to support Employees who bring such complaints forward and shall provide appropriate follow up.
12.05 If an Employee submits a complaint of discrimination or harassment the Employer shall conduct an investigation in accordance with the Employer’s policy and Employees are required to cooperate with the investigation. Employees involved in an investigation will be permitted to have Union representation. All complaints will be dealt with promptly and in a confidential manner. Investigations will ...
