Workplace Harassment and Discrimination. Integram Windsor Seating and the UNIFOR are committed to providing a harassment and discrimination-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 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. The workplace is defined as Integram Windsor Seating and includes areas such as offices, shop floors, rest rooms, 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 causes 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, 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 and Discrimination is not: Harassment and Discrimination should not be constructed 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 and Discrimination. 23.01 The Union and the Employer agree with and are committed to providing a work environment that is free from harassment. The parties agree to cooperate with each other in preventing and eliminating any form of behaviour which may undermine work relationships within the locations covered by this Collective Agreement.
Workplace Harassment and Discrimination. 22.01 Human Rights and Harassment The Company and the Union agree that discrimination and/or harassment of any employee because of colour, race, creed, national origin, religion, age, marital status, sex, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment. Action contravening this policy will constitute grounds for discipline.
Workplace Harassment and Discrimination. The Employer maintains a Workplace Harassment and Discrimination Policy which is posted online and available to all employees. This Policy will be reviewed and updated, including consultation with the Union, every two years or earlier as required. Employees will have a right to Union representation in initiating or responding to a complaint as set out under the Policy.
Workplace Harassment and Discrimination. 21.1 The parties agree that there shall be no discrimination in the workplace on the grounds of sex, marital status, religious, ethical or political belief or opinion, colour, race, ethnic origin, disability, age, sexual orientation or employment status as provided for in current legislation. The employer parties will not operate any policies or conduct that directly or indirectly discriminate against any person.
Workplace Harassment and Discrimination. 33 22.01 Human Rights and Harassment 33 22.02 Sexual Harassment Definition 34 22.03 Procedure 34 22.04 Investigation in Confidence 34 22.05 Authority of Arbitrator 34 22.06 Effect of Transfer 34 22.07 Further Action not Prohibited 35 22.08 Women Working at Night 35 ARTICLE 23 GENERAL PROVISIONS 35 23.01 Working Conditions Maintained 35 23.02 Deductions and Assignments 35 23.03 No Authority Over Gratuity 35 23.04 Cash Float 36 23.05 Union House Card 36 23.06 Employee Attendance at Staff Meetings 36 23.07 Employee Responsibility to Maintain Current Address 37 23.08 Employees Required to Drive Zambonis 37 23.09 Liquor Consumption in the Dressing Room 37 23.10 Graveyard is Voluntary and Security for Graveyard Employees 37 23.11 Uniforms 37 ARTICLE 24 TECHNOLOGICAL CHANGE 37 24.01 Definition 37 24.02 Technological Change - Introduction. 38 24.03 Data to be Provided 38 24.04 Notice of Employees Affected 38 24.05 Consultation 39 24.06 Reduction In Number of Employees as a Result of Technological Change 39 24.07 Retraining 39 ARTICLE 25 COST OF LIVING ALLOWANCE 39 25.01 ........................................................................................................................................... 39 ARTICLE 26 RENEWAL AND TERMINATION 40 26.01 ........................................................................................................................................... 40 ARTICLE 27 NO STRIKES OR LOCKOUTS 41 27.01 ........................................................................................................................................... 41 ARTICLE 28 DEFINITIONS AND JOB DESCRIPTIONS 41 28.01 Time Span References 41 28.02 Job Descriptions 41 ARTICLE 29 COMMUNICATIONS COMMITTEE MEETINGS 41 29.01 ........................................................................................................................................... 41 WAGE INCREASES 43 WAGES 43 LETTER OF UNDERSTANDING #1 44 RE: - REIMBURSEMENT FOR REFRIGERATION OPERATOR’S COURSE 44 LETTER OF UNDERSTANDING #2 46 RE: - RECONSTRUCTION WORK 46 LETTER OF UNDERSTANDING #3 48 RE: - CLARIFICATION OF ARTICLES 48 LETTER OF UNDERSTANDING #4 52 RE: - FOUR AND FIVE HOUR SHIFTS AND THE APPLICATION OF ARTICLE 4 52 LETTER OF UNDERSTANDING #5 54 RE: - SOCIAL JUSTICE FUND 54
Workplace Harassment and Discrimination. 5.01 (a) The Employer, the Union and the employees agree that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status, or disability as these terms are defined by the Ontario Human Rights Code.
Workplace Harassment and Discrimination. 6.01 a) Local 1189 of the Amalgamated Transit Union and the Corporation of the City of Guelph are committed to providing all employees a working environment free from harassment and discrimination, which promotes respect and regard for the rights and dignity of all.
Workplace Harassment and Discrimination. Harassment and discrimination are 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. At Xxxxx'x Taxi, all employees are expected to treat others with courtesy and consideration and to discourage harassment and discrimination. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Properly discharged supervisory responsibilities including disciplinary action or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Xxxxx'x Taxi employees are not considered harassment or discrimination. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in Xxxxx'x Taxi Workplace harassment includes, but is not limited to, the following examples: Unwelcome remarks, jokes, innuendoes or taunting about another's body, attire, gender, disability, racial or ethnic background, sexual orientation, etc. which causes awkwardness or embarrassment. Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons or simulation of body parts. Leering (suggestive staring) or other gestures. Unnecessary physical contact such as touching, patting or pinching. Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. Refusing to work or share facilities with another employee because of the other's gender, disability, sexual orientation, racial, religious or ethnic background. Backlash or retaliation for the lodging of a complaint or participation in an investigation.
Workplace Harassment and Discrimination. The City does not tolerate harassment or discriminatory behavior toward any individual, including temporary agency workers, based on that individual’s race, color, religion, age, disability, national origin, sex, sexual orientation or any other protected basis. Complaints asserted by temporary agency workers relating to harassment, discrimination or retaliation will be communicated to the Contractor representative who will notify the HR Coordinator for appropriate action and/or investigation. The City will promptly notify the Contractor of any complaints against temporary agency workers and the results of the City’s investigation. The City reserves the right to discontinue the services of any worker found to have engaged in harassment, discrimination or retaliation.
