Sexual Harassment and Personal Harassment Sample Clauses

Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment as defined by the protected characteristics set out in Article 2.04 shall be considered as discrimination and a matter for grievance and arbitration. Such grievances may be filed by the aggrieved Employee and/or the Union at Step 3 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment may be a matter for grievance and arbitration. Such grievances may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Complaints of sexual harassment and personal harassment may be filed by the aggrieved employee and/or the Union as per the grievance procedure and shall be treated in strict confidence by both the Union and the Employer. Where the complaint involves the employee’s immediate supervisor, the grievance may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure.
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Sexual Harassment and Personal Harassment. The Employer agrees to implement a policy and procedure to deal with reported occurrences of personal and sexual harassment of Employees. Matters of personal and sexual harassment shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. The Board agrees that an employee has the right to work in an environment free of sexual and personal harassment. A claim of sexual or personal harassment shall be considered as a grievance. For the purpose of this Article, personal harassment will be defined as repeated intentional, unconstructive comments or actions which demean, belittle and humiliate a person, and includes threats or acts of direct physical violence. Sexual harassment is defined as: a) inappropriate touching, including touching which is expressed to be unwanted. b) verbal abuse with a sexual connotation or any unwanted sexual remarks; c) compromising invitations; d) demands for sexual favours; or e) sexual assault
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Sexual Harassment and Personal Harassment. The Union and the Board recognize the right of all employees to work in an environment free from sexual and personal harassment. (a) Sexual harassment includes deliberate, repeated and/or unsolicited comments, gestures, or physical contacts with sexual overtones that can be reasonably interpreted to be unwelcome, offensive or objectionable, and to cause discomfort, humiliation or interference with the work performance of the complainant; and threats or reprisals or denial of employment opportunity for refusal to comply with a sexually-oriented request. (b) Personal harassment is defined as behaviour that may embarrass, injure, agitate, upset, or disturb an employee. (c) In the first instance, the complaint shall be investigated by the Secretary Treasurer or the designated senior manager of the Board and the President of the Union, or the President’s designate and treated in strict confidence. Failing resolution by the Secretary Treasurer and the President, the complaint may be grieved under the terms of the Grievance Procedure contained in the Collective Agreement and shall be dealt with at Step 4. (d) No employee shall be subject to reprisal or threat of reprisal as a result of filing a complaint under this clause. It is recognized, however, that false or malicious complaint may damage the reputation or be unjust to other employees and therefore disciplinary action may apply in cases where false or malicious complaints are lodged. (e) Neither the harasser nor the harassee shall be a member of any committee struck to resolve a grievance under this section. (f) Where an employee has been found under clause section (a) or (b) above to have committed sexual or personal harassment, the Board shall institute appropriate disciplinary action. No harassee shall be transferred without the harassee’s consent. No transfer of the harassee shall result in a lesser rate of pay or shorter hours of work and every effort will be made by the Board to transfer the harassee into a comparable position.
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Sexual Harassment and Personal Harassment. The Board acknowledges its obligation to ensure that employees work in an environment free from sexual and personal harassment.
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Related to Sexual Harassment and Personal Harassment

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Discrimination and Harassment All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code. 6.02 The Union and the Company recognize that sexual, racial, and violent harassment is a cruel and destructive behaviour against others that can have devastating effects. (a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. (b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. (c) Violent Harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives an employee reasonable cause to believe that the employee is at risk of injury. 6.03 Any claims of harassment or discrimination, should be brought to the attention of management, Human Resources and/or any local union elected person or official. Complaints of alleged harassment or discrimination as outlined in .01 by members of the bargaining unit will be handled with all possible confidentiality by a joint committee consisting of the Plant Chairperson and/or his designee and the Human Resource Manager and/or his designee. (a) The investigation will be handled promptly within ten (10) working days from the date the complaint was filed. Investigation will be reviewed by Plant Chairperson and Human Resources Manager for final resolution. If unresolved the complaint may be taken up as a grievance at Step 3. 6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to and including termination. 6.05 This article is not intended to restrict any employee's rights under the Ontario Human Rights Code. 6.06 The parties agree that normal social/business conduct between people does not constitute harassment. 6.07 The pursuit of frivolous allegations of Human Rights violations has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. Frivolous charges of harassment may be subject to disciplinary action. 6.08 Whenever in this agreement, the masculine gender is used, it will also include the feminine.