Workplace Conflict. (a) Definitions:
(i) Violence Violence means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury and includes any threatening statement or behavior that gives a worker reasonable cause to believe that the worker is at risk of injury.
(ii) Harassment Harassment means any objectionable conduct, comment or display by a person that:
(1) is directed at a worker;
(2) is made on the basis of race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; and
(3) constitutes a threat to the health or safety of the worker.
Workplace Conflict. The parties recognize that from time to time conflicts in the workplace may arise requiring immediate and effective attention. Where these conflicts are non-sexual in nature but appear to constitute a form of discrimination on a prohibited ground as outlined in Article 9.1 – Non-Discrimination, they will be deemed to constitute personal harassment and will be dealt with under the provisions of Article 9.2 –
Workplace Conflict. The parties recognize that from time to time conflicts in the workplace may arise requiring immediate and effective attention. Where these conflicts are non-sexual in nature but appear to constitute a form of discrimination on a prohibited ground as outlined in Article 9.1 – Non-Discrimination, they will be deemed to constitute personal harassment and will be dealt with under the provisions of Article 9.2
9.3.1 Where conflict arises that does not involve harassment on a prohibited ground as per Article 9.3 the Authority shall take the appropriate action to resolve such conflicts with the cooperation of the Union.
9.3.2 In order to ensure harmonious relations within the workplace, the parties agree that “unacceptable behaviour” which results in a denial of an individual’s dignity and respect, which threatens to affect the well- being or job performance of the individual and/or which is found to be offensive, embarrassing, or humiliating, will not be tolerated.
9.3.3 Where a complaint alleging “unacceptable behaviour” is made, an investigation will occur, and the parties will work cooperatively towards resolution of the complaint.
9.3.4 Complaints will be put in writing to the Director, Employee & Labour Relations or designate, and should include sufficient detail to permit an investigation. Such reports will be kept confidential and the contents made available only to those directly involved.
9.3.5 The Authority will take disciplinary or other remedial action as it deems appropriate based on the situation. Such action will be in keeping with the disciplinary processes of the collective agreement when it involves a member of the bargaining unit.
