Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. 4.01 The employer and the CAW are committed to ensuring a work environment that is free from harassment. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. Harassment may take many forms: verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as 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(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, the subject of discrimination or harassment, be reluctant to confront their harasser directly, they may request the assistance of a Union Representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.

Workplace Harassment. 4.01 5.01 The employer Employer and the CAW are committed Union shall take all reasonable steps to ensuring maintain a work working environment that which is free from harassment. Harassment is defined as . 5.02 For the purposes of the Article, "sexual harassment" includes: (a) unwanted sexual attention of a “persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention in unwanted; or (b) implied or expressed promise of reward for complying with a sexually oriented request; or (c) implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request; or (d) repeated sexually oriented remarks and/or behaviour which may reasonably be perceived to 5.03 For the purposes of this clause, " Workplace harassment" includes engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”unwelcome where such comment or conduct consists of words or actions by the Employer, that denies individual dignity and respect on the basis of the grounds such as gendersupervisor, disability, race, colour, sexual orientation or other prohibited grounds, as stated a co- worker in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. Harassment may take many forms: verbalbargaining unit, physical which disrespects or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause causes humiliation to a person in relation to one bargaining unit employee because of the prohibited grounds can occur in a variety of forms including remarkstheir race, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgrounds, colour, place of birthsex, sexual orientation, religion, citizenship, ancestry colour, creed, ancestry, place of origin, ethnic origin, disability, family status, marital status, record of offences gender expression or gender identity. 5.04 Where an arbitrator concluded that Article 5.01 has been breached, the arbitrator may direct, among other remedies: (a) that the aggrieved employee (the complainant) not be required to continue to work in proximity to any other prohibited grounds person (respondent) found to have engaged in any sexual or workplace harassment conduct; and (b) that any employee who is found to have engaged in sexual or workplace harassment conduct be reassigned to another location or time of discrimination: • Displaying material work without regard to the respondent's seniority. 5.05 The arbitrator shall impose a remedy which is designed to only affect the perpetrator insofar as that is racist, derogatory or objectionable in relation to possible and where there is any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way detriment to be construed as harassment. If an employee believes she has been harassed and/or discriminated against on suffered respecting job classification, seniority, wages, etc., such detriment shall fall upon 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(s) that is harassing or discriminating against you that the behaviour is unwanted perpetrator and unwelcome; • However, it is also understood that should some not upon other bargaining unit employees, the subject of discrimination or harassment, be reluctant to confront their harasser directly, they may request the assistance of a Union Representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.

Workplace Harassment. 4.01 The employer and the CAW Unifor are committed to ensuring providing a work environment that is harassment-free from harassmentworkplace. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Codeharassment. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment arecover all potential incidents: • RemarksUnwelcome remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry; • Practical jokes, ancestry pushing, shoving, etc., which causes awkwardness or any other prohibited grounds embarrassment; • Posting or circulating of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited groundsvisual materials; • Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other gender, etc.; • Unwanted physical conduct such as touching, patting, pinching, etc.; • Backlash or retaliation for the lodging of a complaint with the prohibited grounds; Properly employer or the union, participation in an investigation. 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 or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassmentinhibit free speech nor interfere with normal social, employer/employee, or labour relations. Filing A Complaint If an employee believes she has been is being harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken in the following order, to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to the supervisor/committeeperson or other union representative. However, it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directlyharasser. In this event, they the victim may request seek assistance by reporting the assistance of a Union Representative incident directly to any union representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.

Workplace Harassment. 4.01 24.01 The employer Company and the CAW Unifor are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. 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 as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, school property, company vehicles and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: ▪ Unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures gestures, or taunting about a person in relation to his person's body, disability, attire or her gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenshipcitizenship or ancestry; ▪ Practical jokes, ancestry pushing, shoving, etc. which cause awkwardness or any other prohibited grounds embarrassment; ▪ Posting or circulation of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited groundsvisual materials; • ▪ Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other 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 the prohibited grounds; Properly a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as 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(s) that is harassing inhibit free speech or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, the subject of discrimination or harassment, be reluctant to confront their harasser directly, they may request the assistance of a Union Representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesinterfere with normal social relations.

Workplace Harassment. 4.01 The employer Company and the CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. 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 as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany 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, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: unwelcome remarks, jokes, innuendoes, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person's body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry. practical jokes, ancestry pushing, shoving, etc. which cause awkwardness or any other prohibited grounds embarrassment, posting or circulation of discrimination: • Displaying material that is racistoffensive photos or visual materials, derogatory refusal to work or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly gender, physical conduct such as touching, patting, pinching, etc., unwelcome invitations or requests, Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way individual. Neither this policy meant to be construed as harassmentinhibit free speech or interfere with normal social relations. If an employee believes she has 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 . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the harassing or discriminating the discrimination against you that the behaviour is unwanted and unwelcome; • However. It is advisable to document the events, complete with times, dates, location, witnesses and details. However it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directly, or they may request fear reprisals from the assistance harasser, lack of a Union Representative support from their work group, or a representative disbelief by their supervisor or others. The incident should be brought to the attention of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesyour Supervisor and/or Committee person.

Workplace Harassment. 4.01 The employer Company and the Unifor formally CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany company facility and includes areas such as offices, plant floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to A complaint may be considered as a person in relation to one grievance for the purposes of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokesgrievance procedure for resolution. Some The following examples of could be considered as harassment arebut are not meant to cover all potential incidents: • Remarksunwelcome remarks, jokes, innuendosinnuendoes, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry citizenship or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited groundsancestry; • Refusal to converse posting or work cooperatively with circulation of offensive photos or visual materials; • unwanted physical conduct such as touching, patting, pinching, etc.; • backlash or retaliation for the lodging of a complaint or participation in an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual investigation. Harassment Is Not Harassment is in no way to be construed as harassmentproperly discharging supervisory responsibilities including the delegation of work assignments and the assessment of discipline. Filing a Complaint If an any employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific actions that may be taken to put a stop to it: . • Request First, request a stop of the unwanted behaviour; . • Inform the individual(s) individual that is doing the alleged harassing or the discriminating against you that the behaviour behavior 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 should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their alleged harasser directly, or they may request fear reprisals from the assistance alleged harasser, lack of support from their fellow employee or disbelief by their supervisor or others. In all instances, the incident should be brought to the attention of Human Resources and/or your Supervisor and/or your Union Representative. Investigation Upon receipt of the complaint that is based on a prohibited ground, the Human Resources Representative/Supervisor/Union Representative contacted will immediately inform the Union or Company Harassment Committee Representative. Together the Human Resources Representative and/or Supervisor and/or Union Representative will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formally submitted to the Harassment Committee comprised of the Director, Human Resources and Unifor National Representative. Each party shall appoint an additional representative to assist with the investigation. In the event of a Union Representative or a representative of management. If the unwelcome behaviour was to continuecomplaint involving sexual harassment, the employee will consult the Employer Policy on harassment and investigation committee, if possible, will be free comprised of at least one (1) female for each party. 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 If a joint investigation confirms that harassment has occurred, immediate action will be taken to pursue all avenuesput an end to the harassment immediately. The Company will take appropriate action against anyone found in violation of the Human Rights Code, up to and including termination of employment. The Company will provide preventative training on how to deal with the problem of harassment in the workplace. This training will occur annually during the Health and Safety training.

Workplace Harassment. 4.01 The employer Company and the CAW are committed to ensuring provid- ing a work environment that is harassment free from harassmentworkplace. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany company facility and includes areas such as offices, plant floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to A complaint may be considered as a person in relation to one grievance for the purposes of the prohibited grounds can occur in a variety of forms including grievance procedure for resolution. The following examples could be considered as harassment but are not meant to cover all potential incidents: unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendosinnuendoes, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry; posting or circulation of offensive photos or visual materials; unwanted physical conduct such as touching, ancestry xxx- xxxx, pinching, etc.; backlash or any other prohibited grounds retaliation for the lodging of discrimination: • Displaying material that is racist, derogatory a complaint or objectionable participation in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual investigation. Harassment is in no way to be construed as harassmentproperly discharging supervisory responsibilities including the delegation of work assignments and the assessment of discipline. If an any employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground pro- hibited grounds of discrimination, there are specific actions that may be taken to put a stop to it: • Request . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the alleged 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 should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront con- front their alleged harasser directly, or they may request fear reprisals from the assistance alleged harasser, lack of a Union Representative support from their fellow employee or a representative of managementdisbelief by their supervisor or others. If the unwelcome behaviour was to continueIn all instances, the employee will consult incident should be brought to the Employer Policy on harassment and will be free to pursue all avenuesattention of Human Resources and/or your Supervisor and/or your Union Representative.

Workplace Harassment. 4.01 .01 The employer Employer and the CAW Union are committed to ensuring a work environment that is free from harassment. Harassment arassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to o be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as gender, disability, racedisability ace, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees mployees are expected to treat others with courtesy and consideration and to discourage harassment as per the harassment. ref. Ontario Human Rights Code, Sec. Harassment 10(1). arassment may take many forms: forms including verbal, physical or visual. It may involve a threat, an implied threat or be e perceived as a condition of employment. xxxxxxx discharged supervisory responsibilities, including the delegation of work assignments and/or the ssessment of discipline that does not undermine the dignity of the individual is in no way to be construed as arassment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur ccur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment are: • ) Remarks, jokesinnuendoes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgroundsbackground, colour, place lace of birth, sexual orientationreligion, citizenship, ancestry or any other prohibited grounds of discrimination: • ; ) Displaying material that is racist, derogatory or objectionable in relation to any of the prohibited grounds; • Refusal ) Refusing to converse or work cooperatively with an employee because of their racial or ethnic background or any of he other prohibited grounds of the discrimination; ) Insulting gestures, graphics or jokes, based on a person's sexual orientation or any other prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassment. If f an employee believes she has they have been harassed and/or discriminated against on the basis of any prohibited ground round of discrimination, there are specific actions that may be taken undertaken. The employee should request the arasser to put a stop to it: • Request a stop of the unwanted behaviour; • Inform behaviour by informing the harassing individual(s) that is harassing or discriminating against you that the behaviour is unwanted and nd unwelcome; • However, it is also understood that should some employees, . Should the subject of discrimination or harassment, be reluctant to confront their employee not feel comfortable addressing the harasser directly, they may request the assistance ssistance of the manager or a Union Representative or a representative of managementrepresentative. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesavenues including the complaint nvestigation and resolution. he Parties agree that an employee may have a representative of the Union with them throughout the process, if equested. he Employer will advise the employee of their right to union representation.

Workplace Harassment. 4.01 The employer Employer and the CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per all areas of the Human Rights Codefacility. Harassment may take many forms: forms e.g. verbal, physical physical, or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgroundsbackground, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry practical jokes, ancestry pushing, shoving, etc. which causes awkwardness or any other prohibited grounds embarrassment posting or circulation of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation visual materials refusal to any prohibited grounds; • Refusal to work or converse or work cooperatively with an employee because unwanted physical conduct such as touching, patting, pinching, etc. condescension or paternalism which undermines self-respect backlash or retaliation for the lodging of their racial a complaint or ethnic background or any other of the prohibited grounds; Properly participation in an investigation 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 or any conduct that does not undermine the dignity of the individual individual. Neither is in no way the policy meant to be construed as harassmentinhibit speech or interfere with normal social relations. If an employee believes she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific discrimination the following actions that may be taken to put taken: request a stop to it: • Request a stop of the unwanted behaviour; • Inform behaviour inform the individual(s) that who is harassing or discriminating against you that the behaviour is unwanted or unwelcome document the events, complete with times, dates, locations, witnesses and unwelcome; • details report the incident to the supervisor However, it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directlyharasser, or they may request fear reprisals, lack of support their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance of a by reporting the incident directly to any Union Representative representative or a representative representation of management. If Upon receipt of a complaint, management will contact the unwelcome behaviour was CAW Representative to continueinitiate a joint investigation, or vice versa, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Management will complete a report of the finds of the investigation. Both parties will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and to ensure the resolution is fair and consistent with the intent of the Employer and the CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the employee will consult complaint, if unresolved, may be inserted into Step of the Employer Policy on harassment and will be free to pursue all avenuesgrievance procedure.

Workplace Harassment. 4.01 The employer Hospital and the CAW Union are committed to ensuring a work environment that is free from harassment. 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 or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. Harassment may take many forms: verbalforms includingverbal, physical or physicalor visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur in a variety of forms including inappropriate remarks, gestures, graphics or jokes. Some examples of harassment are: • RemarksObjectionable remarks, jokes, innuendos, gestures or taunting about innuendoesor tauntingabout a person in relation to his or her racial or ethnic backgroundsbackground, colour, colour place of birth, sexual orientationreligion, citizenship, ancestry or any other prohibited grounds of discrimination: • ; Displaying material that is racist, derogatory or objectionable in relation to any of the prohibited grounds; • Refusal Refusing to converse or work cooperatively co-operatively with an employee because of their racial or ethnic background or any other of the other prohibited grounds of discrimination; gestures, graphics or jokes, based on a person's sexual orientation or any other prohibited grounds; Properly , that cause embarrassment or discomfort. The parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, assignments and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassmentdiscipline. If an employee believes she that has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken undertaken. The employee should request the harasser to put a stop to it: • Request a stop of the unwanted behaviour; • Inform behaviour by informing the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, . Should the subject of discrimination or harassment, be reluctant to confront their employee not feel comfortable addressing the harasser directly, they may request the assistance of the manager or a Union Representative or a representative of managementRepresentative. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy Hospital policy on harassment and will be free to pursue all avenuesavenues including the complaint investigation and resolution. The parties agree that an employee may have a representativeof the Union with them throughout the process, if requested.

Workplace Harassment. 4.01 17.01 The employer Company and the CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. 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 as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, school property, company vehicles and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: ▪ Unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures gestures, or taunting about a person in relation to his person's body, disability, attire or her gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenshipcitizenship or ancestry; ▪ Practical jokes, ancestry pushing, shoving, etc. which cause awkwardness or any other prohibited grounds embarrassment; ▪ Posting or circulation of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited groundsvisual materials; • ▪ Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other 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 the prohibited grounds; Properly a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassmentinhibit free speech or interfere with normal social relations. If an employee believes she has 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 . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • However. It is advisable to document the events, complete with times, dates, location, witnesses and details. However it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directly, or they may request fear reprisals from the assistance harasser, lack of a Union Representative support from their work group, or a representative disbelief by their supervisor or others. The incident should be brought to the attention of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesyour Supervisor and/or Committeeperson.

Workplace Harassment. 4.01 The employer parties agree that these provisions apply only to workplace harassment on a prohibited ground under the Ontario Human Rights Code and that nothing herein limits or restricts the Company’s management rights with respect to discipline. The Company and the CAW are committed to ensuring providing a work environment that is harassment-free from harassmentworkplace. Harassment is defined as a “course Acourse of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”unwelcome@, that denies individual dignity and respect on the basis of the grounds such as as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment harassment. The workplace is defined as per the Human Rights Codeany Company facility and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: ! Unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person=s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry; ! Practical jokes, ancestry pushing, shoving, etc., which cause awkwardness or any other prohibited grounds embarrassment; ! Posting or circulation of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited groundsvisual materials; • ! Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other gender etc.; ! Unwanted physical conduct such as touching, patting, pinching etc.; ! Condescension or paternalism which undermines self-respect; ! Backlash or retaliation of the prohibited grounds; Properly 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, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassmentinhibit free speech or interfere with normal social relations. If an employee believes he/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(s) 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 should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directlyharasser, or they may request the assistance fear reprisals, lack of a Union Representative support from their work group, or a representative of managementdisbelief by their supervisor or others. If the unwelcome behaviour was to continueIn this event, the employee will consult victim may seek assistance by reporting the Employer Policy on harassment and will be free incident directly to pursue all avenuesany Union representative/Company official.