Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. 32.01 The Employer and the Unifor are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that cause 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, Unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, Condescension or paternalism which undermines self respect, or Backlash or retaliation for the lodging of a complaint or participation in an investigation. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer Company and the Unifor CAW are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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 unwelcome remarks, jokes, innuendosinnuendoes, gestures, or taunting about a person's ’s body, disability, attire or gender, racial or ethnic backgrounds, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that which cause awkwardness or embarrassment, Posting posting or circulation of offensive photos or visual materials, Refusal refusal to work or converse with an employee because of their racial background or gender, Unwanted unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome . unwelcome invitations or requests, Condescension or paternalism which undermines self respect, or Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharging 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 the policy meant to inhibit free speech or interfere with normal social relations. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer and the Unifor Union are committed to providing a harassment harassment-free workplace. 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 prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company Hotel facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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, innuendos, gestures, gestures or taunting about a person's ’s body, disability, attire or gender, racial or ethnic backgrounds, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ; ➢ Practical jokes, pushing, shoving, etc. or any other actions that ., which cause 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, gender etc.; ➢ Unwanted physical conduct such as touching, patting, pinching, pinching etc., Unwelcome invitations or requests, ; ➢ Condescension or paternalism which undermines self self-respect, or ; ➢ Backlash or retaliation for of the lodging of a complaint or participation in an investigation. Properly discharged supervisory responsibilities including but not limited to, instruction to employees, direction to employees, disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and work of Hilton Garden Inn employees are not considered harassment. If an employee believes 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, locations, witnesses and details; • Report the incident to Supervisor/Committeeperson. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Employer official. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Employer counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resource Manager and the Union Chairperson. A formal investigation of the complaint will begin by the Chairperson and Human Resources Manager or their designates, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual harassment/discrimination, the process will include the same gender as the complainant, whichever is applicable. The Chairperson and Human Resources Manger or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Hotel and National UNIFOR policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect of the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. The parties agree to abide by the Ontario Human Rights Code and any other applicable legislation. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer Company and the Unifor are committed to providing a harassment harass- ment free workplace. Harassment is defined as a "“course of vexatious vex- atious comment or conduct that is known or ought to reasonably be known to be unwelcome"”, that denies individual dignity and respect re- spect on the basis of the prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees employ- ees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied im- plied 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 unwelcome remarks, jokes, innuendosinnuendoes, gestures, or taunting about a person's ’s body, disability, attire or gender, racial or ethnic backgrounds, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that which cause awkwardness or embarrassmentembarrass- ment, Posting posting or circulation of offensive photos or visual materialsmateri- als, Refusal refusal to work or converse with an employee because of their racial background or gender, Unwanted unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome . unwelcome invitations or requestsre- quests, Condescension or paternalism which undermines self respect, or Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharging supervisory responsibilities including the delegation of work as- signments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is the policy meant to inhibit free speech or interfere with normal social rela- tions. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer Company and the Unifor are committed to providing a harassment harass- ment free workplace. Harassment is defined as a "“course of vexatious vex- atious 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 prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others other with courtesy and consideration and to discourage harassment. harass- ment The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises rooms and parking lots. Harassment may can 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, innuendosinnuendoes, gestures, gestures or taunting about a person's ’s body, disability, attire or gender, racial or ethnic backgrounds, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ; Practical jokes, pushing, shoving, etc. or any other actions that ., which cause 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, gender etc. Unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, . Condescension or paternalism which undermines self self-respect, or ; Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed 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. If an employee believes he/she has been harassed and /or discrim- inated against on the basis of any prohibited ground of discrimina- tion, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behaviour; Inform the individual doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; Document the events, complete with times, dates, location, wit- nesses and details; Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer and the Unifor CAW are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that cause 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, Unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, Condescension or paternalism which undermines self respect, or Backlash or retaliation for the lodging of a complaint or participation in an investigation. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer and the Unifor Union are committed to providing a harassment harassment-free workplace. 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 prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company Hotel facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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, innuendos, gestures, gestures or taunting about a person's persons body, disability, attire or gender, racial or ethnic backgrounds, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ;  Practical jokes, pushing, shoving, etc. or any other actions that ., which cause 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, gender etc.;  Unwanted physical conduct such as touching, patting, pinching, pinching etc., Unwelcome invitations or requests, ;  Condescension or paternalism which undermines self self-respect, or ;  Backlash or retaliation for of the lodging of a complaint or participation in an investigation. Properly discharged supervisory responsibilities including but not limited to, instruction to employees, direction to employees, disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and work of Hilton Garden Inn employees are not considered harassment. If an employee believes 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, locations, witnesses and details;  Report the incident to Supervisor/Committeeperson. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Employer official. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Employer counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resource Manager and the Union Chairperson. A formal investigation of the complaint will begin by the Chairperson and Human Resources Manager or their designates, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual harassment/discrimination, the process will include the same gender as the complainant, whichever is applicable. The Chairperson and Human Resources Manger or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Hotel and National UNIFOR policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect of the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. The parties agree to abide by the Ontario Human Rights Code and any other applicable legislation. 32.02 Harassment Is Not

Workplace Harassment. 32.01 17.01 The Employer Company and the Unifor are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehiclesschool property, customer premises company vehicles 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ;  Practical jokes, pushing, shoving, etc. or any other actions that which cause 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, ;  Unwanted physical conduct such as touching, patting, pinching, etc., ;  Unwelcome invitations or requests, ;  Condescension or paternalism which undermines self respect; or, or  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed 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. If an employee believes that they have 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. First, 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. It is advisable to document the events, complete with times, dates, location, witnesses and details. However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson. 32.02 Harassment Is Not

Workplace Harassment. 32.01 24.01 The Employer Company and the Unifor CAW are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehiclesschool property, customer premises company vehicles 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ;  Practical jokes, pushing, shoving, etc. or any other actions that which cause 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, ;  Unwanted physical conduct such as touching, patting, pinching, etc., ;  Unwelcome invitations or requests, ;  Condescension or paternalism which undermines self respect; or, or  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed 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. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer and the Unifor Canadian Auto Workers are committed to providing a harassment harassment-free workplace. 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 prohibited grounds such as: as gender, disability, race, colour, sexual orientation or other non-prohibited grounds, as stated in the Ontario Human Rights Code. All employees Employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility all areas of the facility, and includes areas such as offices, shop floorsresidents areas, restroomsgrounds, cafeteriasrest rooms, lockerscafeteria, locker, staff room, conference rooms, vehicles, customer premises 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 • unwelcome remarks, jokes, innuendos, gestures, gestures or taunting about a person's ’s body, disability, attire or gender, racial or ethnic backgroundsbackground, colorcolour, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, ; • practical jokes, pushing, shoving, etc. or any other actions that cause ., which causes awkwardness or embarrassment, Posting ; • posting or circulation of offensive photos or visual materials, Refusal ; • refusal to work or converse with an employee Employee because of their racial background or gender, Unwanted etc.; • unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, Condescension ; • condescension or paternalism which undermines self self-respect, or Backlash ; • back lash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed 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 the policy meant to inhibit free speech or interfere with normal social relations. 32.02 Harassment Is Not

Workplace Harassment. 32.01 The Employer and the Unifor are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colour, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehicles, customer premises 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullyingbullying, intimidation, practical jokes, pushing, shoving, etc. or any other actions that cause awkwardness or embarrassment, Posting posting or circulation of offensive photos or visual materials, Refusal refusal to work or converse with an employee because of their racial background or gender, Unwanted unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome invitations or requests, Condescension or paternalism which undermines self self-respect, or Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation. 32.02 Harassment Is Not

Workplace Harassment. 32.01 24.1 The Employer Company and the Unifor CAW are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. . 24.2 The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, Company vehicles, customer premises school property and parking lots. . 24.3 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 • unwelcome remarks, jokes, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, • practical jokes, pushing, shoving, etc. or any other actions that which cause awkwardness or embarrassment, Posting • posting or circulation of offensive photos or visual materials, Refusal • refusal to work or converse with an employee because of their racial background or gender, Unwanted • unwanted physical conduct such as touching, patting, pinching, etc., Unwelcome • unwelcome invitations or requests, Condescension • condescension or paternalism which undermines self respect, or Backlash • backlash or retaliation for the lodging of a complaint or participation in an investigation. 32.02 24.4 Harassment Is Not: Harassment is in no way to be construed 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. 24.5 Filing a Complaint: (a) If an employee believes that they have 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. First, 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. It is advisable to document the events, complete with times, dates, location, witnesses and details. (b) However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson.

Workplace Harassment. 32.01 24.01 The Employer Company and the Unifor are committed to providing a harassment free workplace. 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 prohibited grounds such as: gender, disability, race, colourcolor, sexual orientation or other non-prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, vehiclesschool property, customer premises company vehicles 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, innuendos, gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, color, place of birth, sexual orientation, citizenship or ancestry, Bullying, intimidation, practical ;  Practical jokes, pushing, shoving, etc. or any other actions that which cause 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, ;  Unwanted physical conduct such as touching, patting, pinching, etc., ;  Unwelcome invitations or requests, ;  Condescension or paternalism which undermines self respect; or, or  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed 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. If an employee believes that they have 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. First, 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. It is advisable to document the events, complete with times, dates, location, witnesses and details. However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson. 32.02 Harassment Is Not