Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. 25.1 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and 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 reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, or other 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 and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents:  Unwelcome remarks, jokes, innuendoes, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical jokes, pushing, shoving, etc. which 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.  Condescension or paternalism which undermines self respect,  Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 Harassment is not:

Workplace Harassment. 25.1 1. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. 2. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except accept those limitations as set out in the Federal Jurisdiction. 3. The Company and Unifor the C.A.W. are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms 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, innuendoesinnuendos, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronise, which undermines self respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . 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. Filing a complaint: 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. 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. Report the incident to Supervisor/Committee person. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official.

Workplace Harassment. 25.1 1. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. 2. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except accept those limitations as set out in the Federal Jurisdiction. 3. The Company and Unifor the C.A.W. are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms 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, innuendoesinnuendos, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronism, which undermines self respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . Harassment is not: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. Filing a complaint: 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. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official.

Workplace Harassment. 25.1 5.1 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. . 5.2 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except accept those limitations as set out in the Federal Jurisdiction. . 5.3 The Company and Unifor the C.A.W. are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms 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, innuendoesinnuendos, gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronize, which undermines self self-respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . Harassment is not: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. Filing a complaint: 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. 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. Report the incident to Supervisor/Committee person. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official.

Workplace Harassment. 25.1 The Company and the Union agree that there will be no discriminationdis- crimination, interference, restraint or harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discriminationdis- crimination, interference, restraint or harassment or coercion exercised or practised practiced by either of them, or by any of their representatives rep- resentatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations limita- tions as set out in the Federal JurisdictionLegislation of the Province of Ontario. The Company and Unifor the 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 reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace Workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeteriascafete- rias, lockers, conference rooms rooms, and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents:  Unwelcome remarks, jokes, innuendoes, gestures, or taunting taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorienta- tion, citizenship or ancestry,  Practical jokes, pushing, shoving, etc. which cause awkwardness causes or embarrassment,  Posting or circulation of offensive photos or visual materials  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.  ., Condescension or paternalism which undermines self respect,  Backlash or retaliation for the lodging of a complaint or participation par- ticipation in an investigation 25.2 . Harassment is not:in no way to be construed as properly dis- charged supervisory responsibilities including the delegation of work assignments, the assessment of discipline or any con- duct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Workplace Harassment. 25.1 15.01 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. . 15.02 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except expect those limitations as set out in the Federal Jurisdiction. The Company and Unifor the Union 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 grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents:  • Unwelcome remarks, jokes, innuendoes, gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  ; • Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  ; • Posting or circulation of offensive photos or visual materials  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.  .; • Condescension or paternalism which undermines self respect,  ; • Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . 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. 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. • 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; • Report the incident to Supervisor/Committee person 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. In this event, the victim may seek assistance by reporting the incident directly to any Union representative or Company Official. Upon receipt of the complaint, the Supervisor/Committee person contacted will immediately inform their Union or Company 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 reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Chairperson. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Resolution: The joint investigators will then complete the report on the findings of the investigation and a copy of the completed Incident Report will be forwarded to the Human Resource Manager and the Chairperson who will make a determination on an appropriate resolution. The Human Resource Manager and the Chairperson will attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and Union 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.

Workplace Harassment. 25.1 5.1 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and 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 grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms 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, innuendoesinnuendos, gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronism, which undermines self self-respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . Harassment is not: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. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official.

Workplace Harassment. 25.1 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and 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 reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, or other 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 and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents:  • Unwelcome remarks, jokes, innuendoes, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  • Practical jokes, pushing, shoving, etc. which 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.  • Condescension or paternalism which undermines self respect,  • Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 Harassment is not:

Workplace Harassment. 25.1 1. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. 2. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. 3. The Company and Unifor the C.A.W. are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms 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, innuendoesinnuendos, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronism, which undermines self respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . 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. Filing a complaint: 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. 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. Report the incident to Supervisor/Committee person. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official. Investigation: Upon receipt of the complaint, the Supervisor/Committee person contacted will immediately inform their Union or Company 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 reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Chief Xxxxxxx. The Chief Xxxxxxx and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union Representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one person of the same gender. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Resolution: The joint investigators will then complete the report on the findings of the investigation and a copy of the completed Incident Report will be forwarded to the Human Resource Manager and the Chief Xxxxxxx who will make a determination on an appropriate resolution. The Human Resource Manager and the Chief Xxxxxxx will attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National

Workplace Harassment. 25.1 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised practiced by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal JurisdictionLegislation of the Province of Ontario. The Company and Unifor the 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 reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace Workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents:  • Unwelcome remarks, jokes, innuendoes, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  • Practical jokes, pushing, shoving, etc. which cause causes awkwardness or embarrassment,  • Posting or circulation of offensive photos or visual materials  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.  ., • Condescension or paternalism which undermines self respect,  • Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 . Harassment is not: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.

Workplace Harassment. 25.1 14.01 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. . 14.02 The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and Unifor the Union 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 grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school facilities, 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, innuendoes, gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  • Practical jokes, pushing, shoving, etc. which 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.  ., • Condescension or paternalism which undermines self respect,  • Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 investigation Harassment is not: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. • 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; • Report the incident to Supervisor/Committee person 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. In this event, the victim may seek assistance by reporting the incident directly to any Union representative or Company Official.

Workplace Harassment. ‌ 25.1 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and 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 reasonably be known to be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, or other 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 and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be ·considered as harassment but are not meant to cover all potential incidents:  • Unwelcome remarks, jokes, innuendoes, gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  • Practical jokes, pushing, shoving, etc. which 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.  • Condescension or paternalism which undermines self respect,  • Backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 Harassment is not:

Workplace Harassment. 25.1 ‌ 1. The Company and the Union agree that there will be no discrimination, interferenceInterference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. 2. The Company and the Union agree that there will be no discrimination, interference, restraint or restraint, harassment or coercion exercised or practised practiced by either of them, or by any of their representatives representatives, with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in In the Federal Jurisdiction. 3. The Company and Unifor the CAW. are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is Is known or ought to reasonably be known to be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, union affiliation, orientation or other prohibited grounds. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, and parking lots. Harassment may take many forms: verbal, physical or visualVisual. It may involve 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, innuendoesinnuendos, gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry,  Practical practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment,  Posting posting or circulation of offensive photos or visual materials  Refusal materials, 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.  Condescension ., condescension or paternalism patronism, which undermines self respect,  Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation 25.2 Investigation. 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. Filing a complaint: 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. 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. Report the Incident to Supervisor/Committee person. 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. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official.