Safe and Respectful Workplace Sample Clauses

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.
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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).
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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:
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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...
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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.
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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.
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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:
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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.
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Related to Safe and Respectful Workplace

  • TEACHERS AND RESEARCHERS 1. An individual who is a resident of a Contracting State immediately before making a visit to the other Contracting State, and who, at the invitation of any university, college, school or other similar educational institution, visits that other State for a period not exceeding two years solely for the purpose of teaching or research or both at such educational institution shall be exempt from tax in that other State on any remuneration for such teaching or research. 2. This Article shall not apply to income from research if such research is undertaken primarily for the private benefit of a specific person or persons.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

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