Common use of WORKPLACE BEHAVIOR Clause in Contracts

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the University’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior, including harassment or bullying as described in Article 2, by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. The University will treat any report seriously, investigate the reported behavior in a timely manner and will determine if corrective or disciplinary action is appropriate and necessary. The employee and/or union representative will be notified upon conclusion of the investigation. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this Article (defined below) are subject to the grievance procedure up to Step 2:

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the UniversityEmployer’s business, employee well-well- being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior, including harassment or bullying as described in Article 2, behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The University Employer will treat any report seriously, investigate the reported behavior in a timely manner and will determine if corrective or disciplinary take appropriate action is appropriate and as necessary. The employee and/or union representative will be notified upon conclusion of the investigationinvestigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this Article (defined below) article are subject to Step 2 of the grievance procedure up only. No other grievance steps apply. The Chief Human Resources Officer will not designate any individual involved in the investigation or earlier meetings to Step 2:hear the grievance.

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the University’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior, including harassment or bullying as described in Article 2, by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. The University will treat any report seriously, investigate the reported behavior in a timely manner and will determine if corrective or disciplinary action is appropriate and necessary. The employee and/or union representative will be notified upon conclusion of the investigation. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this Article (defined below) are subject to the grievance procedure up to Step 2:: • Did or did not investigate • Did or did not determine if discipline is appropriate and necessary • Did or did not notify the employee and/or union • Did or did not fulfill the obligations of this Article in a timely fashion 4.1 Filling Positions‌‌

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the University’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behaviorbehavior , including harassment or bullying as described in Article 2, by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. The University will treat any report seriously, investigate the reported behavior in a timely manner and will determine if corrective or disciplinary action is appropriate and necessary. The employee and/or union representative will be notified upon conclusion of the investigation. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this Article (defined below) are subject to the grievance procedure up to Step 2:

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the UniversityEmployer’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior, including harassment or bullying as described in Article 2, behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The University Employer will treat any report seriously, investigate the reported behavior in a timely manner and will determine if corrective or disciplinary take appropriate action is appropriate and as necessary. The employee and/or union representative will be notified upon conclusion of the investigationinvestigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this Article (defined below) article are subject to Step 2 of the grievance procedure up only. No other grievance steps apply. The Chief Human Resources Officer Associate Vice President Human Resources will not designate any individual involved in the investigation or earlier meetings to Step 2:hear the grievance.