Sexual Harassment and Discrimination. 13 10.4.1 The District and the Association agree that sexual harassment negatively affects morale,
Sexual Harassment and Discrimination. The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five (5) days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any, was taken. The parties agree that substantiated cases of sexual harassment or discrimination shall be cause for discipline, up to and including dismissal. Allegations of sexual harassment or discrimination which are found to be in bad faith shall be cause for discipline, up to and including dismissal.
(a) Sexual harassment includes but is not limited to:
(1) a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits;
(2) sexual advances with actual or implied work related consequences;
(3) unwelcome remarks, questions, jokes or innuendo of a sexual nature, including sexual comments or sexual invitations;
(4) verbal abuse, intimidation, or threats of a sexual nature;
(5) leering, staring or making sexual gestures;
(6) display of pornographic or other sexual materials;
(7) offensive pictures, graffiti, cartoons or sayings;
(8) unwanted physical contact such as touching, patting, pinching, hugging.
Sexual Harassment and Discrimination. The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five
Sexual Harassment and Discrimination. Since the Look-Back Date, the Company Group has promptly, thoroughly and impartially investigated all sexual harassment, assault or misconduct, or other discrimination or retaliation allegations, in each case, that were made against any current or former employee of the Company Group at the level of Senior Vice President or above or member of the Company Board, and, in each case, of which any member of the Company Group is aware or has been made aware. With respect to each such allegation with potential merit, the Company Group has taken prompt corrective action that is reasonably calculated to prevent further improper action. The Company Group does not reasonably expect any material liability with respect to any such allegations. Since the Look-Back Date, no current or former employee of the Company Group at the level of Senior Vice President or above or any member of the Company Board has been the subject of any allegation of sexual harassment, assault or misconduct, or other discrimination or retaliation. No member of the Company Group is or, since the Look-Back Date, has entered into any settlement agreements, related to allegations of sexual harassment, assault or misconduct, or other discrimination or retaliation, by any current or former employee at the level of Senior Vice President or above or member of the Company Board.
Sexual Harassment and Discrimination. 15.01 The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. Therefore, the Union and the Employer agree to co-operate in resolving any complaints of sexual harassment which may arise in the work place.
15.02 An employee may initiate a grievance under this Article at any step of the grievance procedure. Grievances under the Article will be handled with all possible confidentiality and dispatch.
15.03 The Employer and its employees 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, discipline, discharge or otherwise by reason of age, race, creed, colour, national origin, political or religious affiliation, sex, or marital status, nor by reason of his membership in a Labour Union, and the employees shall at all times and in like manner act in good faith toward the Employer.
Sexual Harassment and Discrimination. 10.1 We have a policy of providing equal opportunity in employment. This policy is reflected in all of our practices including the offering of employment, terms and conditions of employment, and in opportunities for promotion, transfer, training and other benefits associated with employment. No employee will be dismissed or subjected to any other negative impact on discriminatory grounds.
10.2 Specifically, we will not discriminate on the grounds of a person’s: • disability; • race, colour, descent, national or ethnic origin; • religion, political opinion or industrial activity; • sex, marital status, pregnancy or parental responsibilities; • age or physical features; • lawful sexual activity We will also not discriminate on the grounds of a person’s association with any person listed above.
10.3 We have a policy of preventing sexual harassment in the workplace.
10.4 As an employer, we have a moral and legal responsibility to provide a work environment that is free from sexual harassment and discrimination.
10.5 Courtesy and common sense should prevail. One person may accept behaviour as reasonable; another may find it offensive. We encourage our employees to treat each other with respect within a professional and productive environment.
10.6 In the event that an employee believes that he or she has been subjected to sexual harassment and/or discrimination, he or she is encouraged, in the first instance, to bring the complaint to the attention of a director, who will treat the matter in the strictest confidence and use his or her best endeavours to deal with the complaint to the satisfaction of all parties concerned.
10.7 If you do not feel comfortable speaking to a director, then you can also contact the Equal Opportunity Commission (with whom we would fully cooperate) for confidential advice and information.
Sexual Harassment and Discrimination. 21.01 The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. Therefore, the Union and the Employer agree to cooperate in resolving any complaints of sexual harassment which may arise in the work place.
21.02 The Union and the Employer recognize the right of employees to work in an environment free from all harassment and agree to cooperate in attempting to resolve, in a confidential manner, any complaints of harassment which may arise in the workplace.
21.03 The Employer and its employees 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, layoff, discipline, discharge or otherwise by reason of age, race, creed, colour, national origin, political or religious affiliation, sex, or marital status, nor by reason of his membership in a Labour Union, and the employees shall at all times and in like manner act in good faith toward the Employer.
21.04 An employee may initiate a grievance under this article at any step of the grievance procedure. Grievances under this article will be handled with all possible confidentiality and dispatch.
Sexual Harassment and Discrimination. In the application of this collective agreement, neither the University, nor the Union, nor any of their representatives, shall threaten, restrain or unlawfully discriminate against or harass an employee. All employees are covered by the University Policy on Harassment, Sexual Harassment and Discrimination Prohibited by Law. The policy defines the following terms:
Sexual Harassment and Discrimination. 23.1 The Employer has a policy on sexual harassment and discrimination and the Employee is required to comply with the provisions of the policy from time to time as advised by the Employer.
Sexual Harassment and Discrimination. The Employer and Union recognize the rights of employees to work in an environment free from sexual harassment and discrimination. Where an employee alleges that sexual harassment or discrimination has occurred on the job, the employee shall have the right to grieve under the Collective Agreement. Where an allegation of sexual harassment or discrimination has been received by the Employer or the Union, it will be investigated on a priority basis in accordance with the joint policy.
