Respectful Working Environment. The following behaviors are inconsistent with a respectful working environment and are impermissible: (a) verbal abuse, which includes, but is not limited to, obscene, threatening, humiliating or intimidating language; and (b) non-verbal abuse, which includes acts that are threatening, humiliating or intimidating. Individual, group or school-wide meetings shall not be utilized to threaten, humiliate or intimidate bargaining unit employees. Employees shall suffer no retaliation for reporting, grieving or protesting workplace bullying. The BOARD shall designate its Equal Employment Compliance Office to investigate allegations that employees, vendors or staff are creating undignified or disrespectful working environments or conditions. Such remedies and corrective actions may include, but are not limited to, reversing adverse actions, directing the training of an employee regarding proper professional conduct toward all employees and vendors, discipline and debarment to the extent permitted by law and/or other corrective actions.
Respectful Working Environment. 10 8.1 Statement of Commitment 10 8.2 Discrimination and Harassment (BC Human Rights Code) 11
Respectful Working Environment. The District and the Union jointly affirm that every employee in the district is entitled to a respectful workplace. The environment must be free of discrimination and harassment as defined by Edmonton Public School Board Policy and Administrative Regulations. Employees who wish to make a complaint are required to use the process outlined in the Edmonton Public School Board Policy and Administrative Regulations.
Respectful Working Environment. ARTICLE 9 - HARASSMENT The parties support a working environment that is free from personal harassment. For the purposes of Article 8 and Article 9, "bullying" shall be defined within personal harassment. In the view of the Parties, personal harassment, including bullying, is a serious issue. The Parties agree that wherever possible, a joint approach to address such issues is advantageous for all employees at Vancouver Island University. In that context, it is the intent of the Parties to work closely to both educate individuals as to personal harassment, including bullying, and to clearly indentify the processes that are available to complainants and respondents. The employer shall implement a training schedule to ensure that all persons in a supervisory role, including, but not limited to, excluded personnel, Program Chairs, Union Shop Stewards, and Executives receive training that: • recognizes - through education, • prevents - through action, • educates - through protocols and resolution, • models – through demonstrating a leadership role, and • implements – though actions that support and realize resolutions in eliminating and preventing personal harassment, including bullying, from occurring in our workplace. The Parties shall jointly agree on the trainer(s) and material content used for the training. Training shall commence no later than February 28, 2011. The Labour-Management Committee will be provided with regular reports regarding the training progress and have oversight on the program. 1. The Parties agree to table possible trainers and content of courses at the Labour-Management Committee for discussion.
Respectful Working Environment. The Division and the Union jointly affirm that every employee in the Division is entitled to a respectful workplace. The environment must be free of discrimination and harassment as defined by Edmonton Public School Board Policy and Administrative Regulations.
Respectful Working Environment. The Union and the Employer jointly affirm that every employee in the organization is entitled to a respectful workplace free of discrimination and harassment. There shall be no discrimination exercised or practiced with respect to any employee in the matter of hiring, assigning wage rate, training, upgrading, promotion, transfer, layoff, recall, discipline, classification, discharge or any other action by reason of age, race, creed, colour, ancestry, national origin, religion, political affiliation or activity, sexual orientation, sex, marital or parental status, family relationship, place of residence, disability, nor by reason of their membership or activity in the Union or any other reason.
Respectful Working Environment. 23.16.1 Purposeful, intentional conduct by an individual or group of individuals against another, if a reasonable person would consider the behavior to be threatening, intimidating or offensive, is inconsistent with a respectful work environment. Examples include verbal abuse or other behavior that demeans, threatens, humiliates or intimidates others in the workplace. No professional educator shall be retaliated against for reporting, grieving or protesting such behavior. Likewise, no professional educator shall retaliate against a co-worker, or other District staff for reporting, grieving and/or protesting such behavior on the part of a professional educator. This section shall not be interpreted to mean that bargaining unit members may file a grievance against other bargaining unit members.
23.16.2 Reasonable counselling, discipline or job performance evaluations are consistent with a respectful working environment and are not prohibited by this provision.
Respectful Working Environment. Respectful workplace practices will be in accordance with current Vancouver Island University policies and procedures (Policy 21.03, Human Rights and Policy 21.05, Personal Harassment).
Respectful Working Environment
