Safe and Respectful Workplace. 69.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
69.2 Accordingly, the Parties agree to the Sexual Harassment principles and the Respect Code in Appendix J.
69.3 In accordance with those principles the following points will be covered in the Employer’s on site induction:
(a) It is everyone’s responsibility to respect women’s right to work without having to experience unacceptable behaviour.
(b) Disrespectful actions and behaviours which express power inequalities between women and men and cause physical, sexual, psychological or economic harm to women are unacceptable on site.
(c) Unacceptable behaviours that women face in the workplace include:
(i) stalking and intimidation;
(ii) threats and verbal abuse;
(iii) ostracism;
(iv) rude gestures and put downs;
(v) offensive language and imagery;
(vi) sexual innuendo / insinuations;
(vii) sexual suggestions and/or unwanted advances; and
(viii) sexual assault.
(d) These behaviours at work present serious OHS risks which may cause significant physical and psychological injury.
(e) This respect must also be extended to other visitors to the site and members of the public.
Safe and Respectful Workplace. The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
Safe and Respectful Workplace. 69.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
69.2 Accordingly, the Parties agree to the Sexual Harassment principles and the Respect Code in Appendix J.
69.3 In accordance with those principles the following points will be covered in the Employer’s on site induction:
Safe and Respectful 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 race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation 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 Agreement or any law of Canada or Alberta.
6.02 The Employer, Union and Employees are committed to having a safe and respectful workplace where discrimination and harassment are not tolerated.
6.03 The Employer shall maintain current policies to ensure a safe and respectful workplace environment where everyone has the right to be treated with dignity and respect and free from discrimination and harassment.
6.04 Pursuant to the Employer’s Safe and Respectful Environment policy the complainant, respondent and relevant stakeholders will be advised of the outcome of a formal investigation.
6.05 For the purpose of this Agreement, harassment is defined as inappropriate, unwelcome, intimidating, or coercive behavior that adversely affects health, security, working conditions, prospects for promotion or compensation of a person. Harassment includes, but it not limited to, bullying and sexual harassment.
6.06 An Employee who has a complaint of discrimination or harassment has a responsibility to document the incident and advise the Respondent that their actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the Respondent, the Employee shall contact their immediate supervisor, the Department Head, Human Resources or Union Representative for assistance.
6.07 If an Employee submits a complaint of discrimination or harassment the Employer shall conduct an investigation in accordance with the Employer’s Safe and Respectful Environment policy and Employees are required to cooperate with the investigation. All complaints will be dealt with promptly and in a confidential manner. Investigations will be concluded within ninety (90) days from the date the complaint was submitted to the Employer unless circumstances warrant an extension which the Union will not unreasonably deny.
6.08 If the investigation determines that discrimination or harassment has occurred, the Employer may address the matter through a restor...
Safe and Respectful Workplace. 69.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
69.2 Accordingly, the Parties agree to the Sexual Harassment principles and the Respect Code in Appendix J.
69.3 In accordance with those principles the following points will be covered in the Employer s on site induction:
(a) It is having to experience unacceptable behaviour.
(b) Disrespectful actions and behaviours which express power inequalities between women and men and cause physical, sexual, psychological or economic harm to women are unacceptable on site.
(c) Unacceptable behaviours that women face in the workplace include:
(i) stalking and intimidation;
(ii) threats and verbal abuse;
(iii) ostracism;
(iv) rude gestures and put downs;
(v) offensive language and imagery;
(vi) sexual innuendo / insinuations;
(vii) sexual suggestions and/or unwanted advances; and
(viii) sexual assault.
(d) These behaviours at work present serious OHS risks which may cause significant physical and psychological injury.
(e) This respect must also be extended to other visitors to the site and members of the public.
Safe and Respectful Workplace. The Engager and Equity acknowledge a joint commitment to promote a safe and respectful workplace environment which fosters a culture in which harassing and violent behaviour is minimized or prevented. The Engager and Equity jointly agree that the definitions of harassment and violence will be as defined in the Engager’s policies.
Safe and Respectful Workplace. The Parties acknowledge a joint commitment in providing and maintaining a work environment free from discrimination, workplace harassment, and sexual harassment, where all individuals are treated with respect and dignity, can contribute fully, and have equal opportunities. In support of this, the National Ballet complies with the Ontario Human Rights Code and the Occupational Health and Safety Act. Discrimination and workplace harassment, including sexual harassment, is not tolerated in the workplace from any person and will be treated seriously. The TMA recognizes and supports the National Ballet’s Anti-Discrimination and Workplace Harassment (Including Sexual Harassment) Policy published on July 1, 2018. The National Ballet shall post the Policy in a location accessible to the Musicians and shall provide copies upon request.
Safe and Respectful Workplace. The Engager and Equity are committed to jointly promoting a safe and healthy environment that promotes a high level of engagement and a respectful work environment. We believe that it is a shared responsibility of both parties to contribute to the continuous improvement of the workplace. We will treat everyone with dignity, courtesy and respect. As such, we are jointly committed to creating and maintaining an environment that is free from workplace harassment, sexual harassment, discrimination and workplace violence. To support this joint commitment, we will adhere to and promote the following guidelines and practices as outlined below:
