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.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
RESPECT IN THE WORKPLACE. 8.01 9.01 The Employer, the Union and Employees are committed to a safe and respectful workplace where workplace violence, bullying, and harassment are not tolerated. The Employer has policy dealing with the handling of issues arising from workplace violence, bullying and harassment. The Parties agree that for the purposes of this agreement, the Employer’s Policy and Procedure will be followed.
9.02 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 preference, 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, mental and physical disability, place of origin, marital status or ancestry. For the purposes of the Article, the Parties agree that the defenses and definitions of the aforementioned Act are applicable.
9.03 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 9.04 As part of the Union agree that there shall be no informal resolution, an Employee who has a complaint of workplace violence, discrimination, interferencebullying 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, restrictionthe Employee shall contact their immediate supervisor, manager 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 UnionUnion Representative for assistance.
8.03 9.05 When an Employee submits a complaint of workplace violence, discrimination, bullying or harassment, the process of investigating the complaint will proceed in accordance with the Employer’s Policy and Procedure. All Employees are required to cooperate with the investigation and maintain confidentiality.
9.06 If the investigation determines that workplace violence, discrimination, bullying or harassment, has occurred, the Employer may impose disciplinary action, up to and including termination.
9.07 If the investigation determines that the Employee acted in bad faith in making the complaint or workplace violence, discrimination, bullying or harassment, the Employer may impose disciplinary action, up to and including termination.
9.08 The Employer will not tolerate any form of retaliation against an Employee who, in good faith, makes a complaint of workplace violence, discrimination, bullying or harassment. Any alleged retaliation may be considered an act of workplace violence, discrimination, bullying or harassment and, therefore, subject to an investigation under the Employer’s Policy and Procedure.
9.09 The Employer shall take reasonable steps, in policies or conditions of work, to accommodate to the point of undue hardship an Employee’s individual needs, as identified as grounds for discrimination in Clause 8.02 6.02. However, this duty to accommodate 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, 9.10 Normal disciplinary measures by the Employer shall conduct an investigation in accordance with policy and Employees are not constitute harassment and/or bullying.
9.11 The Parties agree that neither Party should be required to cooperate with defend itself in multiple forums. In the investigation. All complaints will event that an Employee or either Party to this agreement files a complaint under any Alberta statute on the same or substantially the same facts and circumstances as those advanced under any grievance filed under this Article the grievance may not 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 referred to seek redress through any other available procedure including:
(a) Grievance procedure; and/or
(b) Alberta Human Rights Commission.arbitration
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
RESPECT IN THE WORKPLACE. 8.01 9.01 The Employer, the Union and Employees are committed to a safe and respectful workplace where workplace violence, bullying, and harassment are not tolerated. The Employer has policy dealing with the handling of issues arising from workplace violence, bullying and harassment. The Employer, after proper investigation, may discipline for just cause any person employed by the Employer engaging in workplace violence, bullying or harassment.
9.02 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 preference, 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, mental and physical disability, place of origin, marital status or ancestry. For the purposes of the Article, the Parties agree that the defenses and definitions of the aforementioned Act are applicable.
9.03 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 9.04 As part of the Union agree that there shall be no informal resolution, an Employee who has a complaint of workplace violence, discrimination, interferencebullying 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, restrictionthe Employee shall contact their immediate supervisor, manager 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 UnionUnion Representative for assistance.
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 9.05 When an Employee submits a complaint of workplace violence, discrimination, harassment bullying or bullyingharassment, the Employer shall conduct an investigation complaint will be investigated as soon as possible and in accordance with policy the Employer’s Policy and Procedure. All Employees are required to cooperate with the investigation. All complaints will be dealt with promptly investigation and in a confidential manner. To the extent possible investigations will be concluded within ninety (90) days from the date of the complaintmaintain confidentiality.
8.07 9.06 If the investigation determines that workplace violence, discrimination, bullying or harassment, has occurred, the Employer may impose disciplinary action, up to and including termination.
9.07 If the investigation determines that the Employee acted in bad faith in making the complaint or workplace violence, discrimination, bullying or harassment, the Employer may impose disciplinary action, up to and including termination.
9.08 The Employer will not tolerate any form of retaliation against an Employee who, in good faith, makes a complaint of workplace violence, discrimination, bullying or harassment. Any alleged retaliation may be considered an act of workplace violence, discrimination, bullying or harassment and, therefore, subject to an investigation under the Employer’s investigation process will Policy and Procedure.
9.09 Normal disciplinary measures by the Employer shall not limit constitute harassment and/or bullying.
9.10 The Parties agree that neither Party should be required to defend itself in multiple forums. In the event that an Employee’s right Employee or either Party to seek redress through this agreement files a complaint under any other available procedure including:
(a) Grievance procedure; and/or
(b) Alberta Human Rights Commissionstatute on the same or substantially the same facts and circumstances as those advanced under any grievance filed under this Article the grievance may not be referred to arbitration.
Appears in 1 contract
Samples: Collective Agreement
RESPECT IN THE WORKPLACE. 8.01 9.01 The Employer, the Union and Employees are committed to a safe and respectful workplace where workplace violence, bullying, and harassment are not tolerated. The Employer has policy dealing with the handling of issues arising from workplace violence, bullying and harassment. The Employer, after proper investigation, may discipline for just cause any person employed by the Employer engaging in workplace violence, bullying or harassment.
9.02 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 preference, 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, mental and physical disability, place of origin, marital status or ancestry. For the purposes of the Article, the Parties agree that the defenses and definitions of the aforementioned Act are applicable.
9.03 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 9.04 As part of the Union agree that there shall be no informal resolution, an Employee who has a complaint of workplace violence, discrimination, interferencebullying 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, restrictionthe Employee shall contact their immediate supervisor, manager 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 UnionUnion Representative for assistance.
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 9.05 When an Employee submits a complaint of workplace violence, discrimination, harassment bullying or bullyingharassment, the Employer shall conduct an investigation complaint will be investigated as soon as possible and in accordance with policy the Employer’s Policy and Procedure. All Employees are required to cooperate with the investigation. All complaints will be dealt with promptly investigation and in a confidential manner. To the extent possible investigations will be concluded within ninety (90) days from the date of the complaintmaintain confidentiality.
8.07 9.06 If the investigation determines that workplace violence, discrimination, bullying or harassment, has occurred, the Employer may impose disciplinary action, up to and including termination.
9.07 If the investigation determines that the Employee acted in bad faith in making the complaint or workplace violence, discrimination, bullying or harassment, the Employer may impose disciplinary action, up to and including termination.
9.08 The Employer will not tolerate any form of retaliation against an Employee who, in good faith, makes a complaint of workplace violence, discrimination, bullying or harassment. Any alleged retaliation may be considered an act of workplace violence, discrimination, bullying or harassment and, therefore, subject to an investigation under the Employer’s investigation process will Policy and Procedure.
9.09 Normal disciplinary measures by the Employer shall not limit an Employee’s right to seek redress through any other available procedure including:constitute harassment and/or bullying.
(a) Grievance procedure; and/or
(b) 9.10 Nothing in this Article prevents Employees who believe they are being harassed or discriminated against from filing a complaint under the Alberta Human Rights CommissionAct or a grievance under Article 13.
9.11 The Parties agree that neither Party should be required to defend itself in multiple forums. In the event that an Employee or either Party to this agreement files a complaint under any Alberta statute on the same or substantially the same facts and circumstances as those advanced under any grievance filed under this Article the grievance may not be referred to arbitration.
Appears in 1 contract
Samples: Collective Agreement
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 Institute 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 possible, an update on the progress of the investigation will be provided to the affected Parties when it is reasonable to do so and investigations will be concluded within ninety (90) days from the date of the complaint. Where extensions are required, the Union will not unreasonably deny the request.
8.07 If the investigation determines that workplace violence, discrimination, bullying or harassment has occurred, the Employer may impose disciplinary action, up to and including termination.
8.08 If the investigation determines that the Employee acted in bad faith in making the complaint of workplace violence, discrimination, bullying or harassment, the Employer may impose disciplinary action, up to and including termination.
8.09 The Employer’s investigation process will Parties agree that neither Party should be required to defend itself in multiple forums. In the event that an Employee or either Party to this agreement files a complaint with any Alberta Statute on the same or substantially the same facts and circumstances as those advanced under any grievance filed under this Article, the grievance may not limit an Employee’s right be referred to seek redress through any other available procedure including:
(a) Grievance procedure; and/or
(b) Alberta Human Rights Commissionarbitration.
Appears in 1 contract
Samples: Collective Agreement
RESPECT IN THE WORKPLACE. 8.01 NO DISCRIMINATION OR HARASSMENT
7.01 The Employer, Union and Employees are committed to having a safe and respectful workplace where discrimination, bullying and harassment are not tolerated.
7.02 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, interferenceharassment, restriction, coercion or coercion interference exercised or practiced with by either Party or Employees, in respect to any of an 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, colourcolor, 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 Actsexual orientation of that Employee, nor by reason in respect of an Employee’s membership or activity in the UnionUnion or activities of the Union and political affiliation.
8.03 7.03 Clause 8.02 shall 7.02 does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
8.04 Discrimination7.04 For the purposes of this Agreement, including harassment is defined as set out in the Employer policy. Harassment includes but is not limited to sexual 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 environmentviolence. 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.DRAFT
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 7.05 If an Employee submits a complaint of discrimination, discrimination or harassment or bullying, the Employer shall conduct an investigation in accordance with Employer policy and Employees are required to cooperate with the investigation. All Where possible, an investigation will begin within seventy-two (72) hours (exclusive of Saturday, Sunday and Named Holidays) of the date the complaint is received and shall proceed towards conclusion expeditiously.
7.06 The Employer shall cover the contents and existence of its Preventing Workplace Harassment and Violence Policies at Orientation and shall notify the Union forthwith of any changes to these policies.
7.07 After proper investigation, the Employer may discipline for just cause any person employed by the Employer engaging in the harassment of another Employee.
7.08 The Employer will not tolerate any form of retaliation against an Employee who, in good faith, makes a complaint of harassment or discrimination. Frivolous complaints will or false allegations may be dealt with promptly according to the Preventing Workplace Harassment and in a confidential manner. To the extent possible investigations will be concluded within ninety (90) days from the date of the complaintViolence Policies.
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) 7.09 Nothing in this Article prevents Employees who believe they are being harassed or discriminated against from filing a complaint under the Alberta Human Rights CommissionAct.
Appears in 1 contract
Samples: Collective Agreement
