Common use of RESPECT IN THE WORKPLACE Clause in Contracts

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. 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

RESPECT IN THE WORKPLACE. 8.01 9.01 The Employer, the Union and Employees are committed to a safe a respectful workplace where workplace violence, discrimination, bullying and harassment are not tolerated. The Parties recognize agree that for the value 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. There shall be no discrimination, restriction or coercion exercised or practised by the Employer or the Union with respect to any Employee by reason of 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, sexual orientation, mental or physical disability, place of origin, marital status, family status, or source of income. For the purposes of the Article, the parties agree that the defenses and definitions of the aforementioned Act are applicable. 9.03 The Parties are committed to engage in informal discussion between Employees and their supervisorssupervisor, 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 process of investigating the complaint will proceed in accordance with policy the Employer’s Policy and Procedure. All Employees are required to cooperate with the investigationinvestigation 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. All complaints 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. If there is any retaliation from either party to the workplace violence, discrimination, bullying and harassment, it 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 immediate termination of the complaintemployment. 8.07 9.09 Normal disciplinary measures by the Employer shall not constitute harassment and/or bullying. 9.10 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 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 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.

RESPECT IN THE WORKPLACE. 8.01 11.01 The Employer, Union and Employees are committed to having a safe and respectful workplace where workplace violence, discrimination, bullying and harassment are not tolerated. The parties agree that for the purposes of this agreement, the Employer’s Policy and Procedure will be followed. 11.02 Harassment and bullying does not include normal supervision, discipline for just cause, decisions relating to an Employee’s responsibilities, workloads, deadlines, reorganizations, service instructions or feedback, work evaluation, performance management, discipline or related actions, by the Employer exercising authority as part of its management responsibilities. 11.03 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 the Union agree that there shall be no discrimination, interferenceharassment, restriction, coercion or coercion interference exercised or practiced with by either party 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 non-membership in the UnionUnion or activities of the Union and political affiliation. 8.03 11.04 Clause 8.02 shall 11.03 does 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, 11.05 As part of the Employer’s managerial/supervisory rights informal resolution, an Employee who has a complaint of workplace violence, discrimination, bullying or harassment has a responsibility to document the incident and responsibilitiesadvise the offender immediately that their actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee shall contact the Wellness Manager within seven (7) calendar days. In the Event the issue involves the Wellness Manager, the Employee shall contact their Union Representative within seven (7) calendar days of the alleged offensive behavior for assistance. 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 11.06 If an Employee submits a complaint of discrimination, harassment discrimination or bullyingharassment, the Employer shall conduct an investigation in accordance with Employer policy and Employees are required to cooperate with the investigationinvestigation and maintain confidentiality. All complaints will be dealt with promptly and in a confidential manner. To the extent possible investigations Investigations will be concluded within ninety (90) days from the date of the complaintcomplaint unless circumstances warrant an extension. Request for such an extension on the time limits may be made by the Employer or the Union. Agreement to the extension will not be unreasonably withheld by the Union or the Employer. 8.07 11.07 If the investigation determines that workplace violence, discrimination, bullying or harassment, has occurred, the Employer may impose disciplinary action, up to and including termination. 11.08 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. 11.09 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 Policy and Procedure. 11.10 The Employer shall cover the contents and existence of its Discrimination and Harassment and Violence in the Workplace Policies at Orientation and shall notify the Union forthwith of any changes to these policies. 11.11 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 the matter 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 Commissiononly be advanced in the first forum with which the matter has been filed.

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.

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.

RESPECT IN THE WORKPLACE. 8.01 11.01 The Employer, Union and Employees are committed to having a safe and respectful workplace where workplace violence, discrimination, bullying and harassment are not tolerated. The parties agree that for the purposes of this agreement, the Employer’s Policy and Procedure must be followed. Harassment and bullying does not include normal supervision and discipline for just cause by a manager or supervisor exercising authority as part of their role. Examples of reasonable management action may include decisions relating to an Employee’s responsibilities, workloads, deadlines, reorganizations, service instructions or feedback, work evaluation, performance management or disciplinary actions. 11.02 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 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 11.03 Clause 8.02 shall 11.02 does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement. 8.04 Discrimination11.04 For the purposes of this Agreement, including harassment is defined as set out in 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, As part of the Employer’s managerial/supervisory rights informal resolution, an Employee who has a complaint of workplace violence, discrimination, bullying or harassment has a responsibility to document the incident and responsibilitiesadvise 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, Human Resources or Union Representative for assistance. 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 11.05 If an Employee submits a complaint of discrimination, harassment discrimination or bullyingharassment, the Employer shall conduct an investigation in accordance with Employer policy and Employees are required to cooperate with the investigationinvestigation and maintain confidentiality. All complaints will be dealt with promptly and in a confidential manner. To the extent possible investigations Investigations will be concluded within ninety (90) days from the date of the complaintcomplaint unless circumstances warrant an extension. Agreement to the extension will not be unreasonably withheld by the Union. 8.07 11.06 If the investigation determines that workplace violence, discrimination, bullying or harassment, has occurred, the Employer may impose disciplinary action, up to and including termination. 11.07 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. 11.08 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. 11.09 The Employer shall cover the contents and existence of its Discrimination and Harassment and Violence in the Workplace Policies at Orientation and shall notify the Union forthwith of any changes to these policies. 11.10 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 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.