Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. The University will provide an environment where employees are not subjected to workplace harassment. Employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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. The University will provide an environment where employees members of the bargaining unit are not subjected to workplace harassment. Employees Bargaining unit employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's ’s Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreementcollective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. .” For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 sixty (60) working days have elapsed from the date the written complaint was brought finalized, signed by the employee and submitted to the attention of the University, identifying specifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 (or Step 2 in the case of single department faculties) of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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 be informed in writing of their right to be accompanied by a Union Representativerepresentative.

Workplace Harassment. The University will provide an environment where employees are not subjected employer recognizes that no employee shall be subject to workplace harassment. Employees will not engage in Workplace harassment shall be as defined by the Ontario Human Rights Code and shall include sexual orientation as a prohibited grounds of discrimination. If the employer decides a transfer is necessary because of an incident or incidents considered to be workplace harassment. In assessing whether workplace harassment may have occurred, the definitions employee who has been harassed shall not be transferred against The Employer agrees that no employee shall be laid off or have their hours of work reduced as a result of a position, school, or workplace becoming Ii The Memorandum of Agreement regarding qualifications for Head Caretakers Elementary School, Head Caretakers Secondary School shall form part of this agreement. Head Custodians of this Board who were employees of the predecessor and standards set out Addington County Board of Education at the signing of this Agreement, are and are not in any way affected by the Occupational Health and Safety Act and Memorandum referred to herein. It is agreed between the University's Workplace Harassment Program (including Parties that for the University’s Human Resources Guideline on Civil Conductlife of this agreement, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment)that existing letters, memoranda or written agreements shall continue to remain in effect insofar as they exist from time might provide for an understanding or agreement in respect to timethe interpretation, although they do not form part administration or application of the Collective Agreement. It is further agreed between the Parties that during the life of this Agreement a schedule shall be developed which shall list the aforementioned letters and memoranda and only those that are on the schedule and specifically renewed shall have force and effect in respect to subsequent Collective Agreements. The parties agree that Caretaker replacement shall be determined by the Board as required to meet the standards of maintenance and cleanliness that it deems to be acceptable. The responsibility for securing the replacement or not shall be solely vested in the management of the Board and shall not be a responsibility of any bargaining unit member. It is understood that where a replacement has not been provided there may be a reduced level of and as such there will not be an expectation on the remaining caretakers to deliver more than the usual daily workload, although specific tasks may be reassigned by the supervisor. For the school year the parties agree that they shall jointly review Caretaker replacement practices on a quarterly basis. This practice shall continue on a semi-annual basis in future years. The parties agree that the classification of Craftsperson is established as a rate of pay for incumbents only. Therefore no employees other than the incumbents shall be placed in this classification. The Employer agrees that any rights, privileges, or conditions of employment, including hours of work, etc. that the employees classified as Plant Project Supervisor, Plant Construction Supervisor, or Foreperson of Operations now possess, shall continue in effect unless the conditions of this agreement are equal or better than the conditions now in place. The Employer shall reimburse employees the cost of medical certificates required for the renewal of Class "A" and or Class and or the endorsement Licences required in the performance of their duties. The Employer shall reimburse employees for the renewal of Trade Licences, and Class "A", or endorsement driver licences required in the performance of their duties. I Xxxxx Xxxxx Xxxxx Chair Director of Education and Secretary Treasurer Postal Bag Kingston, Ontario Portsmouth Avenue Toll Free: Xxxxx Xxxxxxx T is collective agreement shall become effective September and shall remain in effect until August and shall continue in force from year to year thereafter unless either gives notice to the other party hereto of a desire to terminate or amend this agreement. Such notice shall be consideredgiven in writing by the party giving notice not earlier than ninety (90) days and at least thirty (30) days before the expiry date of this agreement or any subsequent anniversary date of which this agreement remains in force. Any changes deemed necessary in this agreement may be made by mutual agreement at any time during the term of this agreement. FOR LIMESTONE DISTRICT SCHOOL BOARD FOR THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL XXXXX OF INTENT January Xxxx Xxxxxxxxx President, including Local Dear Xxxx: This letter hereby confirms the Board’s commitment to provide SAS and Trillium Training for those Employees interested. Training sessions will be advertised throughout the system so that interested employees will be aware of the training sessions being offered. The training for SAS and Trillium (when applicable) will be available as soon as possible so that employees have an opportunity to train prior to the posting of any subsequent Office Manager positions which are anticipated at the time of the signing of this agreement. No will be delayed by an arbitrator the operation of this letter. Sincerely, Xxxxx Xxxxxxx Superintendent of Finance THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL In association with article the parties agree that, incumbents in any arbitration pursuant to Shift Lead Hand positions at each secondary school site as of the signing of this sectionagreement shall be grandparented with the current practice of working a rotating shift schedule (both day and night) as long as remains in the position. For clarityShould either incumbent vacate one of the positions, the current Occupational Health rotating schedule will continue, however the posting for the vacated position will clearly indicate that the position will be a night shift position once the grandparented incumbent vacates position. FOR LIMESTONE DISTRICT SCHOOL FOR THE CANADIAN UNION OF MEMORANDUM OF AGREEMENT BETWEEN THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL The parties agree that during the term of this agreement a committee will be formed and Safety Act defines “workplace harassment” asinclude the following members: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarityrepresentatives from administration, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request principals of the Union respective schools, and appropriate representatives from the community groups. They will meet to discuss such changes. An employee may file examine the options and opportunities that might accompany a grievance alleging a course of conduct amounting to workplace harassment if, after switch from the University has exhausted any applicable internal steps to respond former practice to the situationformer practice with respect to the Community Use of Schools at and The clear intent is to move towards the former practice, however, it is understood that there may be a grandparenting element special consideration included in the final resolution of this issue. The employer agrees that the use of security guards will be strictly limited to the current two sites, that is District Secondary School Complex and Ernestown Secondary School complex. It is hereby agreed that the employer shall not expand the use of security guards to any other school in the system. FOR LIMESTONE DISTRICT SCHOOL FOR THE CANADIAN UNION OF BOARD PUBLIC EMPLOYEES LOCAL Signed MEMORANDUM OF AGREEMENT BETWEEN THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL The Board agrees to investigate options available to enable it to obtain insurance policies providing that they are first payer in respect to insurance payments arising out of employee is dissatisfied use of their own automobile for Board business. Said investigations should include written responses from the Ontario School Board’s Insurance Exchange and legal counsel for the Board. All written responses and other information shall be shared with the outcome or if, after 45 days have elapsed from Union forthwith. FOR LIMESTONE DISTRICT SCHOOL BOARD FOR THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL MEMORANDUM OF AGREEMENT BETWEEN The parties agree that during the date term of this agreement they will meet to examine the written complaint was brought options and opportunities that might accompany a switch to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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.paid

Workplace Harassment. The University will provide an environment where employees members of the Bargaining Unit are not subjected to workplace harassment. Employees Bargaining unit employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's ’s Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreementcollective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. .” For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, if after 45 sixty (60) working days have elapsed from the date the written complaint was brought finalized, signed by the employee, and submitted to the attention of the University, identifying specifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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 Representativerepresentative.

Workplace Harassment. The University will provide an environment where employees members of the Bargaining Unit are not subjected to workplace harassment. Employees Bargaining Unit employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's ’s, Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”.” The University will notify the Union when any substantive changes are made to the University's Civility Guidelines and at the request of the Union will meet to discuss such changes. For clarity, it is possible for workplace harassment may to occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For further clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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.sixty

Workplace Harassment. The University will provide an environment where employees are not subjected to workplace harassment. Employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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. The University will provide an environment where employees are not subjected employer recognizes that no employee shall be subject to workplace harassment. Workplace harassment shall be as defined by the Ontario The Canadian Union of Public Employees Local (Maintenance, Caretaker, Bus Driver) Collective Agreement September August Human Rights Code and shall include sexual orientation as a prohibited grounds of discrimination. If the employer decides a transfer is necessary because of an incident or incidents considered to be workplace harassment, the employee who has been harassed shall not be transferred against will. The Employer agrees that no employee shall be laid off or have their hours of work reduced as a result of a position, school, or workplace becoming bilingual. The Memorandum of Agreement regarding qualifications for Head Caretakers Elementary School, Head Caretakers Secondary School shall form part of this agreement. Head Custodians of this Board who were employees of the predecessor and Xxxxxxxxx County Board of Education at the signing of this Agreement, are and are not in any way affected by the Memorandum referred to herein. It is agreed between the Parties that for the life of this agreement, that existing letters, memoranda or written agreements shall continue to remain in effect insofar as they might provide for an understanding or agreement in respect to the interpretation, administration or application of the Collective Agreement. It is further agreed between the Parties that during the life of this Agreement a schedule shall be developed which shall list the aforementioned letters and memoranda and only those that are on the schedule and specifically renewed shall have force and effect in respect to subsequent Collective Agreements. The parties agree that Caretaker replacement shall be determined by the Board as required to meet the standards of maintenance and cleanliness that it deems to be acceptable. The responsibility for securing the replacement or not shall be solely vested in the management of the Board and shall not be a responsibility of any bargaining unit member. It is understood that where a replacement has not been provided there may be a reduced level of and as such there will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, be an expectation on the definitions and standards set out in remaining caretakers to deliver more than the Occupational Health and Safety Act and the University's Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to timeusual daily workload, although they do not form part specific tasks may be reassigned by the supervisor. For the duration of the Collective Agreement, the parties agree that they shall be consideredjointly review Caretaker replacement practices on a semi-annual basis. The Employer agrees that any rights, privileges, or conditions of employment, including by an arbitrator hours of work, etc. that the employees classified as Plant Project Supervisor, Plant Construction Supervisor, or Foreperson of Operations now possess, shall continue in any arbitration pursuant to effect unless the conditions of this section. For clarity, agreement are equal or better than the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging conditions now in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator before arbitration takes place. The mediation Employer shall reimburse employees the cost of medical certificates required for the renewal of Class “ A and or facilitation Class and or the endorsement Licences required in the performance of their duties. The Employer shall reimburse employees for the renewal of Trade Licences, and Class “A, or endorsement driver licences required in the performance of their duties. The Board will be confidential and without prejudice to pay the rights of either partycost (processing fee only) associated with obtaining Criminal Background Checks that are mandated by Provincial Legislation or Board for existing permanent employees. During any internal steps taken to resolve the situation, Newly hired employees shall have the right to be accompanied by a Union Representativemust provide current Criminal Background Checks at their own expense.

Workplace Harassment. The University Hospital and the Union are committed to ensuring a work environment that is free from harassment. (1) Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. All staff will provide an environment where employees are not subjected to workplace harassment. Employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, abide by the definitions and standards provisions as set out in the Human Rights Code, 1990, the Occupational Health and Safety Act Act, 1990 and the University's Hospitals Respectful Workplace Harassment Program (and Policy. The Hospital and the Union recommend and encourage any employee who may have a harassment or discrimination complaint to follow the complaints process as set out in the employer’s policies and procedures. If an employee believes they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, they may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the University’s Human Resources Guideline on Civil Conduct, complaint investigation and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part resolution. The Parties agree that an employee shall have a representative of the Collective AgreementUnion with them throughout the process, unless the employee specifically declines such representation in writing. The union will be provided a copy of any such written waiver of representation. Members who are neither the claimant nor the respondent in a respectful workplace matter, shall be considered, including made aware of their rights to request union representation where they are participating in an investigation. If an employee declines representation it will be done so in writing. The union will be provided with a summary of all findings in the investigation whether it was completed internally or by an arbitrator in any arbitration pursuant to this sectionexternal investigator. For clarityIn recognizing the importance of harassment free environment, the current Occupational Health employer and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably the union will review the hospital’s policy and process with respect to be known to be unwelcome”. For clarity, workplace harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, with the employee is dissatisfied with the outcome or if, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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 Representativeduring their orientation period.

Workplace Harassment. (a) The University union and employer recognize the problems that can be created in the workplace by any form of harassment, based on the prohibited grounds found in the Ontario Human Rights Code. The parties agree the definitions of prohibited grounds found in the Code, i.e. gender, race, age, ancestry, citizenship, creed, colour, marital status, sexual orientation, disability, ethnic origin and place of origin will provide an environment where employees are not subjected to workplace harassment. Employees will not engage be used in workplace harassmentthe administration of this document. In assessing whether workplace harassment may have occurredaddition, the definitions and standards set out parties also agree that sexual harassment as defined below which is not found in the Occupational Health and Safety Act and the University's Workplace Code will also be covered by this agreement. (b) Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarityViolating the Human Rights Code in any form will not be tolerated in the workplace, workplace and if proven will result in discipline up to and including discharge. (c) Sexual Harassment is any unwanted attention of a sexual nature which the harasser knows or ought to know are not desired by the victim, and include such things as remarks about appearance, offensive written or visual material, physical contact of any kind, or sexual demands. (d) Whatever the form of harassment, employees are encouraged to tell the harasser that the behaviour is unwelcome and to keep notes of what has occurred. (e) Complaint Procedure Employees are urged to report all instances of harassment may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify under the Union when any substantive changes are made Code to the UniversityCentre’s Civility Guidelines and at the request of the Union will meet to discuss such changesPersonnel Officer. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, If the employee is dissatisfied with so desires, she may ask the outcome or if, after 45 days have elapsed from the date the written Personnel Officer to bring her complaint was brought to the attention of the UniversityUnit Chairperson, identifying or she may ask the conduct alleged Chairperson to constitute workplace harassmentaccompany her when she initiates her complaint. If the employee so desires, the University has not provided Unit Chairperson will be asked to participate in the employee with a response to investigation of the complaint. Such grievance The Centre will attempt to complete the investigation within two (2) weeks of its filing. Both the Employer and Union will handle the harassment complaint with confidentiality. It is recognized that when a formal complaint is made, the alleged harasser must be filed at Step 3 of informed, and further that complete confidentiality may not be possible when discipline is imposed on the harasser which is contested through the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator before arbitration takes placeif other legal proceedings are commenced. The mediation or facilitation Personnel Officer will be confidential and without prejudice consult with the victim prior to recommending a resolution to the Executive Director. The Personnel Officer will also advise the Unit Chairperson of the action that is being recommended. It is recognized that any resolution must reflect the serious nature of the offense and must send a clear signal that harassment will not be tolerated. It is recognized that nothing herein restricts the Employer’s rights of either party. During to impose discipline, subject to the grievance procedure, where it finds an employee has engaged in harassment or any internal steps taken other discriminatory behavior which is contrary to resolve the situation, employees shall have the right to be accompanied by a Union RepresentativeHuman Rights Code.

Workplace Harassment. The University will provide an environment where employees are not subjected to workplace harassment. Employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act Employer and the University's Workplace Harassment Program (including the University’s Union are committed to providing a harassment free workplace. The Ontario Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), Rights Code defines harassment as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. For clarityProhibited grounds for harassment in employment are listed in article Harassment may involve a threat, workplace harassment an implied threat or be perceived as a condition of employment. All employees are expected to treat each other with courtesy, dignity and respect and to discourage harassment. Properly discharged supervisory responsibilities, including the delegation of work assignments the assessment of discipline that does not undermine the dignity of the individual is in no way to be construed as harassment. If an employee believes they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may occur while on University of Toronto premises and in work-related activities or social events occurring off-campus. For clarity, workplace harassment that occurs through electronic means is covered by this Articlebe undertaken. The University will notify employee should request the harasser to stop the unwanted behaviour by informing the harassing that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, they may request assistance of the manager or a Union when any substantive changes are made representative. If the unwelcome behaviour was to continue, the employee should refer to the University’s Civility Guidelines corporate harassment policy, which addresses informal and at formal processes to deal with complaints. Employees are free to pursue all avenues, including the request of complaint investigation and resolution process in the Union will meet to discuss such changescorporate policy. An employee may file have the assistance of a grievance alleging a course representative of conduct amounting to the Union or any other trusted person in any step of the process. All employees will receive training in workplace harassment ifprevention and corporate policies to deal with harassment. The Union is encouraged to submit, after through the University has exhausted any applicable internal steps to respond Home Administrator, to the situationHuman Rights Specialist, suggestions for consideration in the employee is dissatisfied with the outcome or ifdevelopment of workplace harassment training, after 45 days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator before arbitration takes place. The mediation or facilitation will be confidential policies 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 Representativeprocedures.

Workplace Harassment. The University will provide an environment where employees members of the bargaining unit are not subjected to workplace harassment. Employees Bargaining unit employees will not engage in workplace harassment. In assessing whether workplace harassment may have occurred, the definitions and standards set out in the Occupational Health and Safety Act and the University's ’s Workplace Harassment Program (including the University’s Human Resources Guideline on Civil Conduct, and the University’s Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment), as they exist from time to time, although they do not form part of the Collective Agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. For clarity, the current Occupational Health and Safety Act defines “workplace harassment” as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. .” For clarity, it is possible for workplace harassment may to occur while on University of Toronto premises and in work-related activities or social events occurring off-off- campus. For further clarity, workplace harassment that occurs through electronic means is covered by this Article. The University will notify the Union when any substantive changes are made to the University’s Civility Guidelines and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of conduct amounting to workplace harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if, after 45 sixty (60) working days have elapsed from the date the written complaint was brought finalized, signed by the employee, and submitted to the attention of the University, identifying specifying the conduct alleged to constitute workplace harassment, the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step step 3 of the grievance procedure. If not resolved at Step 3, the parties may agree to mediation or facilitation before an agreed upon mediator or facilitator 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 be informed in writing of their right to be accompanied by a Union Representative.