Harassment in the Workplace. The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in Harassment in the workplace.
Harassment in the Workplace. The Union and the Company recognize the problem of harassment in the workplace and are committed to ending it. Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. It is an expression of perceived power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin. Harassment on any of these grounds can be made on the basis of a complaint to most provincial and federal human rights commissions. Harassment can be defined as any unwelcome action by any person, in particular by management or a co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades.
Harassment in the Workplace. (a) The Employer and the Union are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination, harassment and aggression.
Harassment in the Workplace. (a) The parties agree that harassment will not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union Committee and the Management Committee will meet as soon as possible to discuss and investigate the matter fully. All complaints will be handled with the utmost tact and timeliness. (First meeting no later than two working days.)
Harassment in the Workplace. FOR UNIONIZED EMPLOYEES Please refer to the Corporation's policy regarding harassment and workplace violence APPENDIX “H” December 12, 1998 Letter of Understanding WHEREAS all pension and benefits issues of the kind described in Section 138 of the Canada Marine Act have been resolved, with the sole exception of the employee pension contribution issue; AND WHEREAS the parties, without prejudice to their respective positions and interpretations, are desirous of settling this final issue without resorting to arbitration; THEREFORE IT IS AGREED AS FOLLOWS:
Harassment in the Workplace. 20.01 The Employer and the Union recognize the problem of all types of harassment in the workplace as defined in the Alberta Human Rights Code and are committed to ending it. The Employer agrees to investigate and resolve allegations of harassment in a timely manner.
Harassment in the Workplace. A501 The Corporation and ACTRA agree that Performers must be able to perform their functions free of harassment, without the fear of reprisal. The Parties will establish a Joint Committee to review the Management Policy on this matter for the express purpose of discussing its application to Performers.
Harassment in the Workplace. 5.01 The Union and the Company recognize the problem of sexual and racial harassment in the workplace and are committed to ending it. Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects.
Harassment in the Workplace. The parties agree that harassment will not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union committee and the Management committee will meet as soon as possible to discuss and investigate the matter fully. All complaints will be handled with the utmost tact and timeliness. (first meeting no later than two working days). 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 provincial Human Rights Code. Viking Pump Canada has established policies regarding the Workplace Violence and Harassment Laws of Ontario (xxxx 168). All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floor, rest rooms, 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, innuendos, 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, 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. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of disciple or any conduct that is not intended to undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
Harassment in the Workplace. 26.1 The Union and the Employer have a shared interest in:
