Common use of Workplace Harassment and Discrimination Clause in Contracts

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. 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. 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. Reporting an Incident: If an employee believes he/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 that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to any Company or Union Representative;  Report the incident to the Magna Employee Hotline at 0-000-000-0000. Corrective Measures Any employee found to have unlawfully harassed or discriminated against another employee will be subject to appropriate discipline, up to and including termination of employment. Further, any employee found to have coerced, retaliated against, intimidated or harassed an employee for making a report or for serving as a witness on behalf of another employee, will be subject to appropriate discipline, up to and including termination of employment.

Workplace Harassment and Discrimination. Integram Windsor Seating and the UNIFOR CAW 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.