Workplace Conflict Sample Clauses

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.
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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 –
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Workplace Conflict. 8.1 The Corporation and the Union recognize the dignity and worth of every individual and are committed to a climate of understanding and mutual respect in the workplace. The Parties agree that the best workplace conflict resolutions are achieved early, informally, and with the full participation of those involved, insofar as the nature of those conflicts may make that possible. 8.2 This Article does not apply to allegations of harassment and/or violence, which will be dealt with in accordance with Article 7. This article addresses the process with respect to potential violations of CBC's Code of Conduct. 8.3 The Parties agree that they will not tolerate, ignore or condone, improper comments, conduct, actions or gestures directed towards a specific individual that would be reasonably considered to create conflict in the workplace. Improper comments, conduct, actions or gestures: a. must not be a trivial occurrence that could reasonably be expected to take place in a work environment; and b. do not include the good faith exercise of supervisory or management duties or responsibilities and/or do not serve any other legitimate workplace purpose. 8.4 Each employee will be advised of their right to have a Union representative present throughout this process. 8.5 The following options are available to employees to address workplace conflict: (1) Where possible, an employee who believes this Article is being violated should attempt to resolve the matter by discussing objectionable behaviour with the alleged offender and making it clear that the behaviour is unwelcome. (2) If the matter is not resolved as a result of this discussion, or if the employee is not comfortable raising it with the alleged offender, they are encouraged to discuss the matter with their immediate manager as soon as possible. If the matter relates to the immediate manager’s behaviour, it should be discussed by the employee with the next higher level of management. (3) The manager and/or a representative of Human Resources, together with the employee, will then develop a plan of action to address the concern in a timely manner. This could include a facilitated conversation and/or mediation.
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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.
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Related to Workplace Conflict

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Respectful Workplace The parties are committed to promoting a work environment in which all those who enter the facility will conduct themselves in a civil, respectful and cooperative manner. A safe environment is important for staff and contributes to providing the highest possible standard of care. Staff should expect to work in and residents should expect to be treated in a respectful environment free from discrimination, harassment and workplace bullying. The Employer will publish a clear policy for promoting and maintaining a working environment in which all persons are treated with respect and dignity. These policies will be accessible to staff and the users of the facility.

  • 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 a college’s/district’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 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 Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.