Workplace Harassment Policy. The Employer and the Union recognize that a Workplace Harassment Policy forms part of this Agreement. A Workplace Harassment Policy pertains to personal harassment, sexual harassment and abuse of authority and establishes a process for the handling and resolution of complaints of harassment. The policy shall be created by the Employer with the approval of a Joint Employer Union Committee consisting of equal representation. Said policy shall be set forth within the life of the collective agreement.
Workplace Harassment Policy. The Employer is committed to maintaining a work environment that is free of discrimination. In keeping with this commitment, the Employer will not tolerate harassment of employees by anyone, including any supervisor, co-worker, vendor, client, or customer of the Employer. It is understood and agreed, that the exercising of normal management rights shall not be considered as harassment. Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person’s protected status, such as sex, sexual orientation, color, race, ancestry, religion, national origin, age, physical disability or mental handicap, medical condition, disability, marital status, citizenship status, or other protected group status. The Company will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors and other physical, verbal, or visual conduct based on sex constitute sexual harassment when, (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include unwanted sexual advances, offering employment benefits in exchange for sexual favors, making or threatening reprisals after a negative response to sexual advances; visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or poster; verbal conduct: sexual innuendoes, sexually oriented “kidding or teasing”, “practical jokes” about gender specific traits, making or using derogatory or suggestive comments, epithets, or slurs, verbal sexual advances or propositions, verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations; physical conduct: touching, patting, pinching, brushing against another’s body, assault, impeding or blocking movements. A person who considers that they been subjected to workplace harassment is encouraged to bring t...
Workplace Harassment Policy. The Employer and the Union recognize that the Workplace Harassment Policy forms part of this Agreement. The existing Policy shall not be changed by the Employer without consultation with the Union.
Workplace Harassment Policy. Every employee has the right to work in an environment free of harassment. The right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer. The policy and procedure outlines the commitment of Xxxx and UNIFOR to ensure a harassment free workplace as required under applicable Human Rights Legislation and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment at Xxxx. Employees who feel that they are being harassed are encouraged to seek protection under this policy. 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 grounds prohibited by applicable human rights laws. At Xxxx all employees are expected to treat others with courtesy and consideration and to discourage harassment on company premises. 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 which cause awkwardness or embarrassment. Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti, or simulations 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 facility 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 Policy. Nexans shall maintain and post a workplace harassment policy that shall comply with the applicable legislation and/or regulations.
Workplace Harassment Policy. 27.1 Employer and the Union agree that any form of discrimination (including sexual harassment) under the prohibited grounds of the BC Human Rights Code shall not be tolerated in the workplace. The prohibited grounds of discrimination under the BC Human Rights Code are: race, color, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and criminal or summary conviction for an offence that is unrelated to the employment of that person. Both Employer and the Union are committed to providing a work environment in which all workers are treated with respect and dignity. Workplace harassment will not be tolerated from any person in the workplace. Bullying and harassment includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. Examples of conduct or comments that might constitute bullying and harassment include (but is not limited to) verbal aggression or insults, calling someone derogatory names, sexual innuendo or aggression, harmful hazing or initiation practices, vandalizing personal belongings, and/or spreading malicious rumors. Workers must not engage in the bullying and harassment of other workers, and report if bullying and harassment is observed or experienced. This policy statement applies to all workers, including permanent, temporary, casual, and contract workers. It also applies to interpersonal and electronic communications, such as email and/or social media. If an individual experiences or witness bullying or harassment the individual should report it to both the Employer’s Production Manager and the Union. The Production Manager or his/her designate and a member of the Union’s Executive Board will meet to discuss and determine the course of action to be taken in the situation. If it is determined that it is a harassment situation the individual accused of harassment will meet with the Employer representative and a member of the Union’s Executive Board with the view to obtain an apology or, if required, disciplinary action as outlined in the union contract. If at any time an employee is required to meet with the Employer representative and/or a member...
Workplace Harassment Policy. The Ontario Coalition for Better Child Care is committed to providing a work environment free from harassment and discrimination based on race, creed, colour, national origin, political or religious affiliation, sex, sexual orientation, social-economic status or background, age marital status, family relationship, and disability. The Ontario Human Rights Code and this article provide that harassment is a form of unlawful discrimination. The Code defines harassment as "vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". In addition to the above grounds, harassment and discrimination are also prohibited on other personal characteristics or circumstances that are clearly unrelated to a person's ability to do the job (personal harassment). Harassment may result from one severe incident (i.e. assault) or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which create an environment that is hostile, intimidating or offensive. The workplace includes all locations where business or social activities of the organisation are conducted. Workplace harassment can also include incidents that happen away from work (ie. unwelcome phone calls, unwelcome visits to a person's home, unwelcome comments or encounters made in public, comments made about a person to others which are intended to undermine or create a hostile environment for a person in the performance of their work or duties. The Ontario Coalition for Better Child Care is also obligated to protect their employees from harassment by Board members, users of the program or members of the public. Harassment can include, but is not limited to, the following examples: • racial or ethnic slurs • demeaning statements, shouting, raised voices, profanity • written or verbal abuse or threats • unwelcome sexual remarks, invitations or requests • written or verbal abuse or threats • unwelcome remarks, jokes, taunts, sarcasm, suggestions about a person's body, attire, age, marital status, ethnic or racial origin, religion, sexual orientation, socio- economic background, ability, etc. • displays of pornographic, sexist, racist or other offensive or derogatory material (e.g. graffiti or pictures.) • practical jokes which result in embarrassment or insult • leering (suggestive staring) or other offensive gestures • unnecessary physical contact • vandalism of personal property or work • Patronising or condescending behav...
Workplace Harassment Policy. The Employer and the Union are committed to the principle that every employee has the right to a workplace free from harassment. The Employer will take actions necessary to prevent or terminate behaviour that constitutes harassment in the workplace.
Workplace Harassment Policy. The company maintains a current Harassment Program and Policy. The current revision of the policy is posted onsite.
Workplace Harassment Policy. Compass Group Canada has developed a company-wide policy intended to prevent workplace harassment of its employees and to deal quickly and effectively with any incident that might occur. Definition of Workplace Harassment: “A course of vexatious comments or conduct that is known or ought reasonably to be known to be unwelcome”. These are the four (4) main types of harassment:
(a) Sexual Harassment
(b) Personal Harassment
(c) Poisoned Work Environment
(d) Bullying Sexual harassment is any unwelcome behaviour which is sexual in nature and, directly or indirectly, adversely affects, or threatens to affect, a person’s job security, prospects of promotion or earnings, working conditions or opportunity to secure a job, living accommodations, or any kind of public service. Sexual harassment is usually an attempt by one person to exercise perceived power over another. There are many ways in which sexual harassment can be expressed, from the very subtle to the most overt. These include: ⮚ Suggestive remarks or compromising invitations ⮚ The display of suggestive pictures/material ⮚ Leering or whistling ⮚ Unwelcome physical contact, such as patting or rubbing ⮚ Outright demands for sexual favours ⮚ Sexual assault Personal harassment involves hostile, obnoxious, or intimidating behaviour or behaviour which ought reasonably to have been known to be hostile, obnoxious, or intimidating. Personal harassment occurs when behaviour towards a person or group of people is hostile, obnoxious, or intimidating because of a personal dislike, personality conflict, or any other prohibited ground of discrimination listed in this policy. A poisoned work environment exists in a workplace where there is any hostile, intimidating, or offensive activity or behaviour, which may or may not be directed at a specific individual, and is based on one of the prohibited grounds listed in this policy. A hostile or poisoned workplace can be created by such things as graffiti, sexual insults, racial slurs, sexual and racial jokes, or the display of offensive material. The hostile behaviour need not refer specifically to a person’s race, colour, place of origin, etc. For example, if someone of a different race is consistently made the subject of practical jokes or ridicule, it may be inferred that the treatment is racially motivated, even though references to race may not have been made. This is called differential treatment. Bullying is an abuse of power or position. What Constitutes Bullying? Bul...
