Workplace Harassment and Workplace Violence. The Employer is committed to providing a work environment in which all individuals are treated with respect and dignity. Everyone in the workplace must be dedicated to preventing both workplace harassment and workplace violence. Employee’s behaviour must be in compliance with the Employer’s Health and Safety Policies and Procedures and their supporting programs in sections 13 & 14. Employees are encouraged to raise and report any concerns, incidents or threats of workplace harassment or violence. Managers and supervisors are responsible for ensuring measures and procedures are followed by employees and that employees are provided with the relevant information to protect themselves. Employees also have the right to union representation during the course of investigation processes when either workplace harassment or violence is reported.
Workplace Harassment and Workplace Violence. 2:12 The University has created the Policy with Respect to Workplace Harassment and the Policy with Respect to Workplace Violence. A copy of each Policy has been provided to the Union. The Policies can also be accessed on the University’s Governing Council website. The University has also developed programs to implement each policy. The Human Resources Guideline on Civil Conduct (the “Civility Guideline”) is the University’s program that implements the Policy with respect to Workplace Harassment. The University of Toronto Workplace Violence Program implements the Policy with respect to Workplace Violence. A copy of both the Civility Guideline and the Workplace Violence Program has been provided to the Union. These documents can also be accessed through the University’s Human Resources and Equity website. The University recognizes the right of the Union to file a grievance on behalf of an employee alleging a violation of either Policy if all internal steps have been exhausted and the employee is unsatisfied with the outcome. Such grievance will be filed at Step 2 of the grievance procedure. If not resolved at Step 2, mediation or facilitation before an agreed-upon mediator or facilitator must occur 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 and Workplace Violence. 9 Article 13 Statement of Duties 10 Article 14 Hours of Work 10 Article 15 Overtime 11 Article 16 Transportation and Meals 12 Article 17 Pay Administration 12 Article 18 Severance Pay 13 Article 19 Yukon Bonus / Northern Travel Allowance 14 Article 20 General Holidays 15 Article 21 Probationary Employees 16 Article 22 Step Students 17 Article 23 Seniority 17
Workplace Harassment and Workplace Violence. All employees, and the Employer, are entitled to work in an environment free of workplace harassment and workplace violence. Workplace harassment and workplace violence can take four forms: personal harassment, sexual harassment, abuse of authority and workplace violence. For the purposes of this Agreement, these are defined as follows:
