Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. The Company and 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 or grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted or other prohibited grounds as stated in the Canadian Human Rights Code. All employee, owner operators, supervisors and managers are expected to treat others with courtesy and consideration and to discourage harassment. Harassment or bullying may take many forms, verbal, physical, or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - Unwelcome remarks, jokes, innuendos, gestures or taunting about 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, visual materials; - Refusal to work or converse with an employee because of their racial background, gender, etc. - Unwanted physical conduct such as touching, patting, pinching, etc. - Backlash or retaliation for the lodging of a complaint or participation in an investigation; Harassment is in no way to be construed as properly discharged Supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Workplace Harassment. 24.01 The Company and Union the CAW are committed to providing a harassment-harassment free workplace. Harassment is defined as a "course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome", that denies individual dignity and respect on the basis or of the grounds such as as: gender, disability, race, colourcolor, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other prohibited grounds as stated in the Canadian Human Rights Codegrounds. All employee, owner operators, supervisors and managers 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, school property, company vehicles and parking lots. Harassment or bullying may take many forms, : verbal, physical, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - ▪ Unwelcome remarks, jokes, innuendos, gestures gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; - ▪ Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; - ▪ Posting or circulation of offensive photos, photos or visual materials; - ▪ Refusal to work or converse with an employee because of their racial background, background or gender, etc. - ; ▪ Unwanted physical conduct such as touching, patting, pinching, etc. - ; ▪ Unwelcome invitations or requests; ▪ Condescension or paternalism which undermines self respect; or, ▪ Backlash or retaliation for the lodging of a complaint or participation in an investigation; . Harassment is in no way to be construed as properly discharged Supervisory responsibilities, 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. The Company General Dynamics Land Systems - Canada and Union the CAW are committed to providing a harassment-harassment free workplace. Harassment is defined as a "course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome", that denies individual dignity and respect on the basis or of the grounds such as as: gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted record of offences, marital status or other prohibited grounds as stated in the Canadian Human Rights Codegrounds. All employee, owner operators, supervisors and managers At General Dynamics Land Systems - Canada 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. In addition, it also includes all Company sponsored activities at non-Company locations that are attended by employees in the course of their employment. Harassment or bullying may take many forms, : verbal, physical, or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - Unwelcome • unwelcome remarks, jokes, innuendosinnuendoes, gestures gestures, or taunting about a person's body, disability, attire or gender, racial or ethnic backgroundsbackground, colour, place of birth, sexual orientation, citizenship citizenship, or ancestry; - Practical . • practical jokes, pushing, shoving, etc. ., which cause awkwardness or embarrassment; - Posting . • posting or circulation of offensive photos, photos or visual materials; - Refusal . • refusal to work or converse with an employee because of their racial background, background or gender, etc. - Unwanted • unwanted physical conduct such as touching, patting, pinching, etc. - Backlash • unwelcome invitations or requests. • condescension or paternalism which undermines self respect. • backlash or retaliation for the lodging of a complaint or participation in an investigation; . Harassment is in no way to be construed as properly discharged Supervisory responsibilities, supervisory responsibilities including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First, request a stop of the unwanted behavior. Inform the individual that is doing the harassing or the discriminating against you that the 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 some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson, or Employment Equity Representative.

Workplace Harassment. The Company and 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 or grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted or other prohibited grounds as stated in the Canadian Human Rights Code. All employee, owner operators, supervisors and managers employees are expected to treat others with courtesy and consideration and to discourage harassment. Harassment or Harassment, bullying and Violence in the Workplace may take many forms, verbal, physical, or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - Unwelcome remarks, jokes, innuendos, gestures or taunting about 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, visual materials; - Refusal to work or converse with an employee because of their racial background, gender, etc. - Unwanted physical conduct such as touching, patting, pinching, etc. - Backlash or retaliation for the lodging of a complaint or participation in an investigation; Harassment is in no way to be construed as properly discharged Supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Workplace Harassment. The Company and 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 or grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other prohibited grounds as stated in the Canadian Human Rights Code. All employee, owner operators, supervisors and managers 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, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment or bullying may take many forms, verbal, physical, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - • Unwelcome remarks, jokes, innuendosinnuendoes, gestures or taunting about a person's body, disability, attire or gender, racial or ethnic backgroundsbackground, 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, visual materials; - • Refusal to work or converse with an employee because of their racial background, gender, etc. - • Unwanted physical conduct such as touching, patting, pinching, etc. - • Backlash or retaliation for the lodging of a complaint or participation in an investigation; Harassment is in no way to be construed as properly discharged Supervisory 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. The Company and Union are committed to providing a harassment-harassment- free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis or grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other prohibited grounds as stated in the Canadian Human Rights Code. All employee, owner operators, supervisors and managers 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, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment or bullying may take many forms, verbal, physical, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - • Unwelcome remarks, jokes, innuendosinnuendoes, gestures or taunting about a person's body, disability, attire or gender, racial or ethnic ethic 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, visual materials; - • Refusal to work or converse with an employee because of their racial background, gender, etc. - • Unwanted physical conduct such as touching, patting, pinching, etc. - • Backlash or retaliation for the lodging of a complaint or participation in an investigation; Harassment is not: Harassment is in no way to be construed as properly discharged Supervisory supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Union Representative. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company Official.

Workplace Harassment. February Xxxx Plant Chairperson CAW Local Ontario Dear Madam The Company and Union the CAW are committed to providing a harassment-harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome, that unwelcome”,that denies individual dignity and respect on the basis or of the grounds such as as: gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other prohibited grounds grounds, as stated in the Canadian provincial Human Rights Code. All employee, owner operators, supervisors and managers employees are expected to treat others with courtesy and consideration consid- eration 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 or bullying may can take many forms, : verbal, physical, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: - . Unwelcome remarks, jokes, innuendosinnuendoes, gestures 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, photos or visual materials; - Refusal to work or converse with an employee because of their racial background, gender, background or gender etc. - 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; . What harassment is not: Harassment is in no way to be construed as properly discharged Supervisory super- visory responsibilities, ,including the delegation of work assignments, the assessment of discipline discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free inhibitfree speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the 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 formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged xxxxxxxx, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW 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 pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Letter February Xxxx Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Letter February Xxxx Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Letter February Xxxx Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Letter February Xxxx Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist Xxxxxxx in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with Xxxxxxx & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Between PRODUCTS Xxxxxxx Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. 26.01 The Company and the Union are committed to providing a harassment-free workplace. Harassment is defined as a course of vexatious comment or conduct that is known known, or ought to reasonably be known known, to be unwelcome, unwelcome and that denies individual dignity and respect on the basis or of the grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other grounds prohibited grounds as stated in by the Canadian Ontario Human Rights Code. All employee, owner operators, supervisors and managers 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, restrooms and conference rooms. Harassment or bullying may take many forms, : verbal, physical, 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 harassment, but are not meant to cover all potential incidents: - Unwelcome □ unwelcome remarks, jokes, innuendosinnuendoes, gestures 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 □ posting or circulation of offensive photos, photos or visual materials; - Refusal , □ refusal to work or converse with an employee because of their his or her racial background, background or gender, etc. - Unwanted □ unwanted physical conduct such as touching, patting, pinching, etc. - Backlash ., □ unwelcome invitations or requests of a sexual nature, □ backlash or retaliation for the lodging of a complaint or participation participating in an investigation; investigation under this Article. Harassment is in no way to be construed as properly discharged Supervisory 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 he or she has been harassed or discriminated against on the basis of any prohibited ground of discrimination, he or she should take the following steps to put a stop to it. First, the employee should request that the unwanted behaviour stops. The employee should inform the individual engaged in the unwelcome behaviour 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 harassers or may fear reprisals from the harasser, lack of support from their work group, or disbelief by the supervisor or others. In a case where the employee is reluctant to confront the individual engaged in the unwelcome behaviour, the employee should bring the incident to the attention of his or her Supervisor and/or Committee Person.

Workplace Harassment. 26.01 The Company and the Union are committed to providing a harassment-harassment- free workplace. Harassment is defined as a course of vexatious comment or conduct that is known known, or ought to reasonably be known known, to be unwelcome, unwelcome and that denies individual dignity and respect on the basis or of the grounds such as gender, disability, race, colour, sexual orientation, conviction for which a pardon (or equivalent) has been granted orientation or other grounds prohibited grounds as stated in by the Canadian Ontario Human Rights Code. All employee, owner operators, supervisors and managers 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, restrooms and conference rooms. Harassment or bullying may take many forms, : verbal, physical, 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 harassment, but are not meant to cover all potential incidents: - Unwelcome □ unwelcome remarks, jokes, innuendosinnuendoes, gestures 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 □ posting or circulation of offensive photos, photos or visual materials; - Refusal , □ refusal to work or converse with an employee because of their his or her racial background, background or gender, etc. - Unwanted □ unwanted physical conduct such as touching, patting, pinching, etc. - Backlash ., □ unwelcome invitations or requests of a sexual nature, □ backlash or retaliation for the lodging of a complaint or participation participating in an investigation; investigation under this Article. Harassment is in no way to be construed as properly discharged Supervisory 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 he or she has been harassed or discriminated against on the basis of any prohibited ground of discrimination, he or she should take the following steps to put a stop to it. First, the employee should request that the unwanted behaviour stops. The employee should inform the individual engaged in the unwelcome behaviour 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 harassers or may fear reprisals from the harasser, lack of support from their work group, or disbelief by the supervisor or others. In a case where the employee is reluctant to confront the individual engaged in the unwelcome behaviour, the employee should bring the incident to the attention of his or her Supervisor and/or Committee Person.