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.
Workplace Harassment. The parties acknowledge that all people have the right to work in an environment where they feel safe from any form of harassment. To this end, the parties will not condone such behaviour, or work environment that gives rise to such behaviour, and any allegations pertaining to workplace harassment will be taken seriously. Any person(s) found guilty of workplace harassment may have their employment terminated.
Workplace Harassment. The University will provide an environment where employees are not subjected to workplace harassment. Employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator before arbitration takes place. The mediation or facilitation will be confidential and without prejudice to the rights of either party. During any internal steps taken to resolve the situation, employees shall have the right to be accompanied by a Union Representative.
Workplace Harassment. 32.01 The Employer and the Unifor are committed to providing a harassment free workplace. Harassment is defined as a "course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome", that denies individual dignity and respect on the basis of the prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises and parking lots. 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: Unwelcome remarks, jokes, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that cause awkwardness or embarrassment, Posting or circulation of offensive photos or visual materials, Refusal to work or converse with an employee because of their racial background or gender, Unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, Condescension or paternalism which undermines self respect, or Backlash or retaliation for the lodging of a complaint or participation in an investigation.
32.02 Harassment Is Not
Workplace Harassment. 25.1 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment 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, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and Unifor 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 the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. 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: Unwelcome remarks, jokes, innuendoes, 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, Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment, Posting or circulation of offensive photos or visual materials Refusal to work or converse with an employee because of their racial background or gender, Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self respect, Backlash or retaliation for the lodging of a complaint or participation in an investigation
25.2 Harassment is not:
Workplace Harassment. 5.01 The Employer and the Union shall take all reasonable steps to maintain a working environment which is free from harassment.
5.02 For the purposes of the Article, "sexual harassment" includes:
(a) unwanted sexual attention of a persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention is unwanted; or
(b) implied or expressed promise of reward for complying with a sexually oriented request; or
(c) implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request or
(d) repeated sexually oriented remarks and/or behaviour which may reasonably be perceived to create a negative psychological and/or emotional environment for work and study.
5.03 For the purposes of this clause, "Workplace Harassment" includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of words or actions by the Employer, supervisor, or a co- worker in the bargaining unit, which disrespects or causes humiliation to a bargaining unit employee because of their
5.04 Where an arbitrator concluded that Article 5.01 has been breached, the arbitrator may direct, among other remedies:
(a) that the aggrieved employee (the complainant) not be required to continue to work in proximity to any person (respondent) found to have engaged in any sexual or workplace harassment conduct; and
(b) that any employee who is found to have engaged in sexual or workplace harassment conduct be reassigned to another location or time of work without regard to the respondent's seniority.
5.05 The arbitrator shall impose a remedy which is designed to only affect the perpetrator insofar as that is possible and where there is any detriment to be suffered respecting job classification, seniority, wages, etc., such detriment shall fall upon the perpetrator and not upon other bargaining unit employees.
Workplace Harassment. 4.01 The employer and the CAW 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 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 as per the Human Rights Code. Harassment may take many forms: verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassment. If an employee believes she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, the subject of discrimination or harassment, be reluctant to confront their harasser directly, they may request the assistance of a Union Representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.
Workplace Harassment. The Company and Union are committed to providing a harassment-free workplace. Harassment is defined as a course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome, that denies individual dignity and respect on the basis or grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted or other prohibited grounds as stated in the Canadian Human Rights Code. All employee, owner operators, supervisors and managers are expected to treat others with courtesy and consideration and to discourage harassment. Harassment or bullying 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: - Unwelcome remarks, jokes, innuendos, gestures or taunting about person's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; - Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; - Posting or circulation of offensive photos, visual materials; - Refusal to work or converse with an employee because of their racial background, gender, etc. - Unwanted physical conduct such as touching, patting, pinching, etc. - Backlash or retaliation for the lodging of a complaint or participation in an investigation; Harassment is in no way to be construed as properly discharged Supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
Workplace Harassment. (a) The Parties agree to xxxxxx a harassment-free workplace.
(b) Harassment in the workplace includes intimidation that is repeated and/or unwelcome, threats or a pattern of aggressive, or insulting behaviour by a person in the workplace, where the person knows or reasonably ought to know that this behaviour is likely to create an intimidating or hostile workplace environment, or is perceived on the part of the Employee to create a negative psychological or emotional state, or is an abuse of authority over an Employee.
(c) In and of itself, the fact of the Employer exercising management rights in accordance with Article 4 shall not constitute workplace harassment, including but not limited to the issuance of discipline, performance management, and attendance management.
Workplace Harassment. The Board Policy on Workplace Harassment will not be changed without an opportunity for input from the Unit during the term of this Collective Agreement.
