Common use of Workplace Harassment and Bullying Clause in Contracts

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this information is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's protest or if the conduct stops, the complainant's protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's a hug between friends, or a mutual flirtation. (b) Racial harassment is any prejudicial behaviour based on a person's country of origin, race, colour, ancestry, or ethics beliefs. Racial harassment can take the form of an individual or group of individuals who engage in racial slurs, name calling, racists jokes, denial of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order to be considered harassment. It is offensive and intimidating.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Anti-Harassment/Anti-Discrimination Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this the information below, is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) . "Sexual harassment harassment" is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's ’s protest or if the conduct stops, the complainant's ’s protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's ’s a hug between friends, or a mutual flirtation. (b) Racial harassment is any prejudicial behaviour based on a person's country of origin, race, colour, ancestry, or ethics beliefs. Racial harassment can take the form of an individual or group of individuals who engage in racial slurs, name calling, racists jokes, denial of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order to be considered harassment. It is offensive and intimidating.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this information is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's ’s protest or if the conduct stops, the complainant's ’s protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's ’s a hug between friends, or a mutual flirtation. (b) Racial harassment is any prejudicial behaviour based on a person's ’s country of origin, race, colour, ancestry, or ethics beliefs. Racial harassment can take the form of an individual or group of individuals who engage in racial slurs, name calling, racists jokes, denial of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order to be considered harassment. It is offensive and intimidating.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this information is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's ’s protest or if the conduct stops, the complainant's ’s protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's ’s a hug between friends, or a mutual flirtation. (b) . Racial harassment is any prejudicial behaviour based on a person's ’s country of origin, race, colour, ancestry, or ethics beliefs. Racial harassment can take the form of an individual or group of individuals who engage in racial slurs, name calling, racists racist jokes, denial of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order to be considered harassment. It is offensive and intimidating.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Anti-Harassment/Anti-Discrimination Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this the information below, is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's ’s protest or if the conduct stops, the complainant's ’s protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's ’s a hug between friends, or a mutual flirtation. (b) Racial Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is any prejudicial discriminatory behaviour that causes substantial distress and is based on a person's country of origin, race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or ethics beliefs. Racial harassment can take the form of an individual mental disability, sex, age, sexual orientation, or group of individuals who engage in racial slurs, name calling, racists jokes, denial of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order to be considered harassment. It gender identity and gender expression; or (3) is offensive seriously inappropriate and intimidatingserves no legitimate work-related purpose.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Anti-Harassment/Anti-Discrimination Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this the information below, is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) . Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's ’s protest or if the conduct stops, the complainant's ’s protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's ’s a hug between friends, or a mutual flirtation.. Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (b1) Racial harassment creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is any prejudicial discriminatory behaviour that causes substantial distress and is based on a person's country of origin, race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or ethics beliefsmental disability, sex, age, sexual orientation, or gender identity and gender expression; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (1) Bullying is verbal or physical conduct that over a period of time, continuously and systematically intimidates, humiliates, shows hostility, threatens and offends others; (2) The Employer and Union support the rights of all people to work in an environment free from bullying. Racial Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others. Management and supervisors are expected to exercise their authority for legitimate work purposes only and refrain from actions of conduct which is reasonably viewed as inappropriate or unwelcome. Good faith actions of a manager or supervisor relating to the management and direction of employees - such as, but not limited to, assigning work, providing feedback to employees on work performance, and taking disciplinary action - do not constitute harassment can take or bullying. If you are being harassed or bullied, do not ignore it. Tell the form individual that their behaviour is unwelcome and ask them to stop. If the individual continues in the behaviour which you have indicated is offensive, report the problem, in writing to one of the following persons - your immediate supervisor, the District Manager, HRSC 0-000-000-0000, the Regional Manager or your union staff representative. When you report the incident, make it clear that you are filing a formal complaint. Discussing a complaint with another employee is not enough, you must file a formal, written complaint with one of the above persons. A written complaint shall specify the details of the allegation(s) including: • Name and title; • a description of the action(s), conduct, events or circumstances involved in the complaint; • the specific remedy sought to satisfy the complaint; • date(s) of incidents; • name(s) of witnesses (if any); • prior attempts to resolve (if any). Once a complaint is received, an individual investigation will be undertaken by the Employer's Human Resources department, within 30 days and all necessary steps will be taken to resolve the problem. The complainant, the alleged harasser, and any persons who may be able to provide relevant information will be interviewed. Employees will have the right to have a union representative present during any of these meetings. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or group dismissal and the incident will be documented in the harasser’s file. If the investigation fails to find evidence to support the complaint, there will be no document concerning the complaint placed in the file of individuals the alleged harasser. No documentation whatsoever will be placed in the complainant’s file where the complaint is filed in good faith, whether the complaint is upheld or not. Where either the complainant or the alleged harasser, in conjunction with the Union, is not satisfied with the Employer's Human Resources department, the Union will put the complaint, within 30 days, before a mutually agreed upon, independent adjudicator who engage specializes in racial slurscases of harassment. The adjudicator will work with the parties to achieve a mutually acceptable resolution and if this is not achieved, name calling, racists jokes, denial the adjudicator shall have the right to: (1) dismiss the complaint; or (2) determine the appropriate level of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order discipline to be considered harassment. It is offensive applied to the harasser; or (3) make further recommendations as are necessary to provide a final and intimidatingconclusive settlement of the complaint.

Workplace Harassment and Bullying. ‌ The Employer has established a Workplace Harassment Anti-Harassment/Anti-Discrimination Policy which shall form part of this agreement. As members of the Union and employees of the Employer, this the information below, is to advise you of our joint position on harassment and bullying and the steps you should take if it does become an issue for you. We are committed to providing a healthy, harassment-free work environment for everyone. Harassment is discriminatory and attacks the dignity of an individual, and for this reason the Union and Employer agree that any incident of harassment of anyone will be dealt with quickly and effectively. The Union and the Employer will not tolerate harassment of anyone by anyone. Harassment is the lack of respect and concern for another human being and it can happen to anyone. Harassment is any unwelcome physical, visual or verbal conduct. It may involve one incident or a series of incidents. It may involve the abuse of authority or it may occur among colleagues. It may include verbal or practical jokes, insults, threats, personal comments or innuendo; take the form of posters, pictures or graffiti; or any unwelcome physical contact, such as touching, stroking, pinching, etc. Harassment can take many forms, the two main ones being sexual and racial. However, any behaviour which insults or intimidates is harassment, if a responsible and reasonable person should have known that the behaviour is unwelcome. (a) . Sexual harassment is any unwelcome behaviour which is sexual in nature. Some examples are physical contact which makes a person feel uncomfortable, persistently using sexually suggestive language which another person finds offensive demeaning or otherwise inappropriate displays of offensive visual and/or audio material, a preferred schedule or job promotion being denied because of refusal to provide certain sexual favours. To be considered sexual harassment the actions or words must be unwelcome, unsolicited, expressly or implicitly known to be unwelcome by the offender, continue despite the complainant's protest or if the conduct stops, the complainant's protests must have led to negative consequences at work. It is not considered harassment when people mutually consent to a relationship, when it's a hug between friends, or a mutual flirtation.. Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (b1) Racial harassment creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is any prejudicial discriminatory behaviour that causes substantial distress and is based on a person's country of origin, race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or ethics beliefsmental disability, sex, age, sexual orientation, or gender identity and gender expression; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (1) Bullying is verbal or physical conduct that over a period of time, continuously and systematically intimidates, humiliates, shows hostility, threatens and offends others; (2) The Employer and Union support the rights of all people to work in an environment free from bullying. Racial Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others. Management and supervisors are expected to exercise their authority for legitimate work purposes only and refrain from actions of conduct which is reasonably viewed as inappropriate or unwelcome. Good faith actions of a manager or supervisor relating to the management and direction of employees - such as, but not limited to, assigning work, providing feedback to employees on work performance, and taking disciplinary action - do not constitute harassment can take or bullying. If you are being harassed or bullied, do not ignore it. Tell the form individual that their behaviour is unwelcome and ask them to stop. If the individual continues in the behaviour which you have indicated is offensive, report the problem, in writing to one of the following persons – your immediate supervisor, the District Manager, HRSC 0-000-000-0000, the Regional Manager or your union staff representative. When you report the incident, make it clear that you are filing a formal complaint. Discussing a complaint with another employee is not enough, you must file a formal, written complaint with one of the above persons. A written complaint shall specify the details of the allegation(s) including: • Name and title; • a description of the action(s), conduct, events or circumstances involved in the complaint; • the specific remedy sought to satisfy the complaint; • date(s) of incidents; • name(s) of witnesses (if any); • prior attempts to resolve (if any). Once a complaint is received, an individual investigation will be undertaken by the Employer's Human Resources department, within 30 days and all necessary steps will be taken to resolve the problem. The complainant, the alleged harasser, and any persons who may be able to provide relevant information will be interviewed. Employees will have the right to have a union representative present during any of these meetings. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or group dismissal and the incident will be documented in the harasser’s file. If the investigation fails to find evidence to support the complaint, there will be no document concerning the complaint placed in the file of individuals the alleged harasser. No documentation whatsoever will be placed in the complainant’s file where the complaint is filed in good faith, whether the complaint is upheld or not. Where either the complainant or the alleged harasser, in conjunction with the Union, is not satisfied with the Employer's Human Resources department, the Union will put the complaint, within 30 days, before a mutually agreed upon, independent adjudicator who engage specializes in racial slurscases of harassment. The adjudicator will work with the parties to achieve a mutually acceptable resolution and if this is not achieved, name calling, racists jokes, denial the adjudicator shall have the right to: (1) dismiss the complaint; or (2) determine the appropriate level of promotion, wage increases, benefits, etc. Unacceptable behaviour of this nature need not be intentional in order discipline to be considered harassment. It is offensive applied to the harasser; or (3) make further recommendations as are necessary to provide a final and intimidatingconclusive settlement of the complaint.