WORKPLACE DISCRIMINATION AND HARASSMENT Sample Clauses

WORKPLACE DISCRIMINATION AND HARASSMENT. 8.01 The Company and the Union agree that there will be no discrimination, harassment, interference, restraint or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for which a pardon has been granted, or because of his/her membership or activities or lack of membership or activities, in the Union, as provided for in the applicable Federal legislation. 8.02 The Company and the Union are committed to providing a non-discriminatory and harassment free workplace. Harassment is defined as a "course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome", in regards to the grounds referred to in section 8.01. All employees are expected to treat others with courtesy and consideration and to discourage discrimination and harassment. 8.03 The workplace is defined as any company, supplier, or customer facility where an employee is required to attend as part of their regular duties and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, trucks, parking lots or via two-way radios or cell phones. 8.04 Harassment may take many forms: verbal, physical or visual. The following examples could be considered as harassment but are not meant to cover all potential incidents:
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WORKPLACE DISCRIMINATION AND HARASSMENT. 3.01 The Employer and the Union agree that there will be no discrimination or harassment, practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, sex, sexual orientation, disability, age, family status, marital status, same-sex partnership status, record of offences or because of his/her membership or activities or lack of membership or activities, in the Union. 3.02 The employer and the Union are committed to providing a discrimination and harassment free workplace. Providing fair and equitable treatment for all employees is best achieved in an environment where all individuals interact with mutual respect for each other’s rights. Every employee has the right to work in an environment free of harassment and discrimination. This right includes the responsibility to eliminate harassment and discrimination in our workplace, either as a participant or as an observer. There is no acceptable level of discrimination or harassment. The purpose of this policy and procedure is to allow the CAW and the employer the opportunity to address and resolve internal problems related to the objective of achieving a harassment free workplace. The policy and procedure in no way precludes the complainant’s right to seek action under the applicable human rights legislation. 3.03 The Workplace is defined as any/all employer facilities or location where employees are performing work related activities.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 17.01 The Employer and Union are committed to providing a discrimination and harassment free workplace.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 4.01 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her age, handicap, race, ancestry, place of origin, ethnic origin, citizenship, family status, colour, marital status, creed, sex, sexual orientation or on account of religious or political affiliations, or because of his/her membership or lawful activities or lack of membership or activities, in the Union. 4.02 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practiced by either of them, or by any of their representatives with respect to any employee because of age, handicap, race, ancestry, place of origin, ethnic origin, citizenship, family status, colour, marital status, creed, sex or sexual orientation save and except those limitations as set out in the Legislation of the Province of Ontario. 4.03 The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a "course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome", that denies individual dignity and respect on the basis of age, handicap, race, ancestry, place of origin, ethnic origin, citizenship, family status, colour, marital status, creed, sex or sexual orientation. All employees are expected to treat others with courtesy and consideration and to discourage harassment.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 8.01 The Company and the Union agree that there will be no discrimination, harassment, interference, restraint or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for which a pardon has been granted, or because of his/her membership or activities or lack of membership or activities, in the Union, as provided for in the applicable Federal legislation. 8.02 The Company and the CAW are committed to providing a non-discriminatory and harassment free workplace. Harassment is defined as a "course of vexatious 8.03 The workplace is defined as any company, supplier, or customer facility where an employee is required to attend as part of their regular duties and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, trucks, parking lots or via two-way radios or cell phones. 8.04 Harassment may take many forms: verbal, physical or visual. The following examples could be considered as harassment but are not meant to cover all potential incidents:
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WORKPLACE DISCRIMINATION AND HARASSMENT. (continued) 4.04 Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: a) Unwelcome remarks, jokes, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; b) Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; c) Posting or circulation of offensive photos or visual materials; d) Refusal to work or converse with an employee because of their racial background or gender: e) Unwanted physical conduct such as touching, patting, pinching, etc.; f) Backlash or retaliation for the lodging of a complaint or participation in an investigation.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 13.1 The parties agree to respect and value the diversity of the workforce by acting to prevent and eliminate any form of discrimination and harassment in the workplace. 13.2 Any form of discrimination or harassment on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin will be dealt with in accordance with the Act and Company procedure.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 3.01 The Employer and the Union agree that there will be no discrimination or harassment, practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, sex, sexual orientation, disability, age, family status, marital status, same-sex partnership status, record of offences or because of his/her membership or activities or lack of membership or activities, in the Union. 3.02 The Employer and the Union are committed to providing a discrimination and harassment free workplace. Providing fair and equitable treatment for all employees is best achieved in an environment where all individuals interact with mutual respect for each other’s rights. Every employee has the right to work in an environment free of harassment and discrimination. This right includes the responsibility to eliminate harassment and discrimination in our workplace, either as a participant or as an observer. There is no acceptable level of discrimination or harassment. Violation of this policy may lead to discipline up to and including termination. The purpose of this policy and procedure is to allow the UNIFOR and the employer the opportunity to address and resolve internal problems related to the objective of achieving a harassment free workplace. The policy and procedure in no way precludes the complainant’s right to seek action under the applicable human rights legislation. 3.03 The Workplace is defined as any/all employer facilities or location where employees are performing work related activities.
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WORKPLACE DISCRIMINATION AND HARASSMENT. 8. o1 The Company and the Union agree that there will be no discrimination, harassment, interference, restraint or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for which a pardon has been granted, or because of his/her membership or activities or lack of membership or activities, in the Union, as provided for in the applicable Federal legislation.
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Related to WORKPLACE DISCRIMINATION AND HARASSMENT

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • 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.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • Discrimination Respondent and any potential subcontractors shall comply with all Federal statutes relating to nondiscrimination. These include, but are not limited to: a) Title VI of the Civil Rights Act of 1964 (P.L. 88-352), which prohibits discrimination on the basis of race, color, or national origin; b) Title IX of the Education Amendments of 1972, as amended (20 U.S.C. §§1681-1683, and 1685- 1686), which prohibits discrimination on the basis of sex; c) Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. §794), which prohibits discrimination on the basis of handicaps; d) The Age Discrimination Act of 1975, as amended (42 U.S.C. §§6101- 6107), which prohibits discrimination on the basis of age; e) The Drug Abuse Office and Treatment Act of 1972 (P.L. 92-255), as amended, relating to nondiscrimination on the basis of drug abuse; f) The Comprehensive Alcohol Abuse and Alcoholism Prevention, Treatment and Rehabilitation Act of 1970 (P.L. 91-616), as amended, relating to nondiscrimination on the basis of alcohol abuse or alcoholism; g) Sections 523 and 527 of the Public Health Service Act of 1912 (42 U.S.C. §§290 dd-3 and 290 ee-3), as amended, relating to confidentiality of alcohol and drug abuse patient records; h) Title VIII of the Civil Rights Act of 1968 (42 U.S.C. §§3601 et seq.), as amended, relating to nondiscrimination in the sale, rental, or financing of housing; i) Any other nondiscrimination provisions in the specific statute(s) under which application for Federal assistance is being made; and j) The requirements of any other nondiscrimination statute(s) that may apply to the application.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • D3 Discrimination The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Act 2006, the Human Rights Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

  • Release of Claims Under Age Discrimination in Employment Act Without limiting the generality of the foregoing, Executive agrees that by executing this Release, he has released and waived any and all claims he has or may have as of the date of this Release for age discrimination under the Age Discrimination in Employment Act, 29 U.S.C. § 621, et seq. It is understood that Executive is advised to consult with an attorney prior to executing this Release; that he in fact has consulted a knowledgeable, competent attorney regarding this Release; that he may, before executing this Release, consider this Release for a period of twenty-one (21) calendar days; and that the consideration he receives for this Release is in addition to amounts to which he was already entitled. It is further understood that this Release is not effective until seven (7) calendar days after the execution of this Release and that Executive may revoke this Release within seven (7) calendar days from the date of execution hereof.

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