Harassment and Discrimination. The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:
Harassment and Discrimination. (a) Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).
(b) Every person who is an employee has a right to freedom from harassment in the workplace because of sex by his or her employer or agent of the employer or by another employee". ref: Ontario Human Rights Code, Sec. 7
Harassment and Discrimination. (a) All employees have the right to work in an environment free from harassment, including sexual harassment, and discrimination.
Harassment and Discrimination. The Employer and the Union recognize the rights of employees to work in an environment free from harassment, including sexual harassment, and discrimination. Where an employee alleges that harassment or discrimination has occurred on the job the employee shall have the right to grieve under the Collective Agreement. Where the Employer or the Union has received an allegation of harassment or discrimination, it will be investigated on a priority basis in accordance with the joint policy.
Harassment and Discrimination. Harassment and discrimination should not 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 on the grounds identified above. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
Harassment and Discrimination. (a) The Union and the Employer recognize the right of Employees to work and students to learn in an environment free of harassment and discrimination.
(b) The Parties agree that the policy and procedures respecting complaints of harassment and discrimination shall be those found in the "Harassment and Discrimination Policy and Procedures".
(c) The Harassment and Discrimination Policy and Procedures may be amended from time to time by mutual agreement of the Parties.
(d) The Employer undertakes to discipline an Employee who engages in conduct contrary to the provisions of the Harassment and Discrimination Policy.
(e) Notwithstanding Clause 16 of the "Harassment and Discrimination Policy and Procedures", it shall form part of the Collective Agreement and remain in effect for the duration of this Collective Agreement.
(f) Copies of the Harassment and Discrimination Policy and Procedures will be available to Employees on request at the offices of the Deans and Associate Deans.
Harassment and Discrimination. Both the Employer and the Union endorse the principles outlined under the B.C.
Harassment and Discrimination. Harassment and discrimination may be the subject of discipline in accordance with the University's Harassment and Discrimination Policy.
Harassment and Discrimination. (a) The Union and the Employer are committed to providing a work environment free of harassment and discrimination.
(b) The Parties agree that the policy and procedures respecting complaints of harassment and discrimination shall be those found in the “Harassment and Discrimination Policy and Procedures”.
(c) This policy and procedures may be amended from time to time by mutual agreement of the Parties.
(d) Notwithstanding Clause 16 of the “Harassment and Discrimination Policy and Procedures”, it shall remain in effect for the duration of this Collective Agreement.
Harassment and Discrimination. (a) The Parties recognize a mutual obligation to xxxxxx an environment that is free from harassment or discrimination and to refrain from any conduct, which is contrary to the Human Rights Code, Occupational Health and Safety Act, or Article 9 (Non-discrimination) of this Agreement.
(b) Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment also includes unwelcome sexual solicitations or advances, as well as reprisals because such solicitations or advances have been refused.
(a) Members have the right to seek assistance from the Ontario Human Rights Commission at any stage. Members shall be permitted to file a grievance alleging harassment under Article 11 only in the following circumstances:
i. Once the procedures under this Article 34 have been exhausted; or
ii. If the Member alleges that there has been non-compliance with the procedures set out in this Article.
(b) All procedures under this Article shall be guided by the paramount need to ensure that complainants, respondents, and witnesses are treated fairly. Every reasonable effort will be made to safeguard the rights of both complainants and respondents. Both complainants and respondents have the right to be accompanied by a representative of his / her choice.
(c) Wherever possible, complainants and respondents shall attempt to resolve the conflict between the complainant and the respondent informally or by mediation. Unless otherwise required by law, disciplinary measures under this Article will be imposed only after an informal resolution or mediation of the alleged incidences has been attempted and has failed, or has been declined, as the case may be.
(d) A Member who is a participant in these procedures may consult with the Association.
(e) All statements and disclosures made, information furnished, and documents and exhibits provided, or presented by the complainant, the respondent, or other persons to the Harassment Advisor (see 34.8) or the Investigator (see 34.7), shall be treated as confidential except as required by law, and shall not be publicly disclosed by the Harassment Advisor or the Investigator without the consent of the complainant, respondent, or other Parties providing such information. Where the Harassment Advisor or Investigator has a concern that the circumstances may engage protections under the Occupational Health and Safety Act or otherwise present an ongoing risk of liability to the Emp...
