Common use of Sexual Harassment Clause in Contracts

Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. ‌ The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; •  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia‌ MAXIMUS, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of BC Human Rights Tribunal or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia‌ NEC, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.931.4. In either event a complaint of sexual harassment, if included as an element of a grievance grievance, shall not be pursued through the process identified in Clause 1.931.4. An employee who files a written complaint which that would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances9. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work work-related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; and • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaNEC, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.931.4. In either event a complaint of sexual harassment, if included as an element of a grievance grievance, shall not be pursued through the process identified in Clause 1.931.4. An employee who files a written complaint which that would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances9. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work work-related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; • and  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.6. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. ‌ The Government of British ColumbiaCommission, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the EmployerCommission's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaSociety, in cooperation co-operation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall will not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall will not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which that would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of Community Living British ColumbiaColumbia (CLBC), in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's ’s managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of British Columbia Human Rights Tribunal or to the process specified in Clause 1.91.06 – Discrimination, and Sexual Harassment Compliant Procedures. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.06 – Discrimination, and Sexual Harassment Compliant Procedures. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 – Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; • physical  Physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. ‌ The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-job related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; •  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. ‌ The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; •  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. ‌ The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.8. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.8. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • : (a) a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • ; (b) sexual advances with actual or implied work related consequences; • ; (c) unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • ; (d) verbal abuse, intimidation, or threats of a sexual nature; • ; (e) leering, staring or making sexual gestures; • ; (f) display of pornographic or other sexual materials; • ; (g) offensive pictures, graffiti, cartoons or sayings; • ; (h) unwanted physical contact such as touching, patting, pinching, hugging; • ; (i) physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 Part 3 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance grievance, shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-non- verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 8 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.06. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.06. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances8Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.8. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.8. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; •  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 8 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.06. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.06. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances8⎯Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaHPAS, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • ➢ a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • ➢ sexual advances with actual or implied work related consequences; • ➢ unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • ➢ verbal abuse, intimidation, or threats of a sexual nature; • ➢ leering, staring or making sexual gestures; • ➢ display of pornographic or other sexual materials; • ➢ offensive pictures, graffiti, cartoons or sayings; • ➢ unwanted physical contact such as touching, patting, pinching, hugging; • ➢ physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of British Columbia Human Rights Tribunal or to the process specified in Clause 1.91.06. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.06. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related job‐related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbalnon‐verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 ‐ Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaEmployer, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.10. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.10. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • : (a) a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • ; (b) sexual advances with actual or implied work related consequences; • ; (c) unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • ; (d) verbal abuse, intimidation, or threats of a sexual nature; • ; (e) leering, staring or making sexual gestures; • ; (f) display of pornographic or other sexual materials; • ; (g) offensive pictures, graffiti, cartoons or sayings; • ; (h) unwanted physical contact such as touching, patting, pinching, hugging; • ; (i) physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia, Employer in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of Community Living British ColumbiaColumbia (CLBC), in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's ’s managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause Clause does not preclude an employee from filing a complaint under Section 13 8 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.06 – Discrimination, and Sexual Harassment Compliant Procedures. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.06 – Discrimination, and Sexual Harassment Compliant Procedures. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 – Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; • physical  Physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaTSSI, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the EmployerTSSI's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of BC Human Rights Tribunal or to the process specified in Clause 1.91.7. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; •  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia‌ Broadmead Care Society, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.91.8. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.8. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; sayings;‌‌‌ • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British Columbia‌ Broadmead Care Society, in cooperation with the UnionBEA, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of BC Human Rights Tribunal or to the process specified in Clause 1.91.8. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.91.8. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.

Sexual Harassment. The Government of British ColumbiaNEC, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related job‐related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbalnon‐verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. BC Council of Human Rights or to the process specified in Clause 1.931.4. In either event a complaint of sexual harassment, if included as an element of a grievance grievance, shall not be pursued through the process identified in Clause 1.931.4. An employee who files a written complaint which that would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances9. Examples of sexual harassment include but are not limited to: •  a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; •  sexual advances with actual or implied work related work‐related consequences; •  unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; •  verbal abuse, intimidation, or threats of a sexual nature; •  leering, staring or making sexual gestures; •  display of pornographic or other sexual materials; •  offensive pictures, graffiti, cartoons or sayings; •  unwanted physical contact such as touching, patting, pinching, hugging; • and  physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.