Common use of Workplace and Sexual Harassment Clause in Contracts

Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights and, where harassment is found to have occurred, may have a major impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter is investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your concerns. This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. You will need to document the events, complete with times, dates, locations, witnesses and details. Should you be uncomfortable with this first step, or the unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Human Resources” manual. Definition – Sexual Harassment Sexual Harassment is: Any conduct, comment, or gesture or physical contact of a sexual nature that is unwelcome and might reasonably be perceived as placing a condition on employment. Any persistent conduct, comment, gesture or physical contact of a sexual nature that is likely to cause another individual offense, embarrassment or humiliation. Sexual harassment may include, but is not necessarily limited to:

Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights and, where harassment is found to have occurred, may have a major impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter is investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your concerns. This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. You will need to document the events, complete with times, dates, locations, witnesses and details. Should you be uncomfortable with this first step, or the unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Human Resources” manual. Definition – Sexual Harassment Sexual Harassment is: Any conduct, comment, or gesture or physical contact of a sexual nature that is unwelcome and might reasonably be perceived as placing a condition on employment. Any persistent conduct, comment, gesture or physical contact of a sexual nature that is likely to cause another individual offense, embarrassment or humiliation. Sexual harassment may include, but is not necessarily limited to:.