Sexual and Personal Harassment. The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.04. The Employer shall maintain a policy on workplace harassment.
Sexual and Personal Harassment. 47:01 The Employer and the Union recognize the right of employees to work in an environment free from sexual/personal harassment and agree to cooperate in attempting to resolve, in a confidential manner, all complaints of sexual/personal harassment which may arise in the work place.
Sexual and Personal Harassment. (a) The Union and the University recognize the right of bargaining unit members to work and learn in a work environment free from sexual and personal harassment.
Sexual and Personal Harassment. (a) Both the Employer and the Union consider sexual and personal harassment to be reprehensible and are committed to maintaining an environment in which such harassment does not exist.
Sexual and Personal Harassment. 41.01 The Institute and the Employer recognize the right of employees to work in an environment free from sexual and personal harassment and agree that harassment will not be tolerated in the work place. For the purposes of this clause, harassment includes abuse of authority.
Sexual and Personal Harassment. 9.3.1 OC promotes teaching, scholarship and research and the free and critical discussion of ideas.
Sexual and Personal Harassment. All faculty have the right to work in an environment free from sexual and personal harassment.
Sexual and Personal Harassment. 8.2.1 The College is committed to providing all employees with a work environment free from sexual and personal harassment.
Sexual and Personal Harassment. The College and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. Any complaint alleging sexual or personal harassment shall be treated seriously and in strict confidence and may be addressed through the grievance procedure, the College's Sexual Harassment Policy, or by notifying the B.C. Council of Human Rights. If the grievor chooses to file a simultaneous complaint with the Human Rights Commission, the grievor agrees that, in so doing, the grievance procedure shall precede the complaint. The parties agree that proven sexual or personal harassment is a serious violation of an employee's rights, dignity, and personal well-being. The College will investigate all harassment grievances and treat all such grievances with seriousness and confidentiality. Where such grievances of a sexual or personal harassment nature are justified, appropriate disciplinary measures, up to and including dismissal are supported and endorsed by the parties. Supervisory responsibilities, which are carried out, including disciplinary action, are not harassment.
Sexual and Personal Harassment. (See Common Agreement, Article 2)
