Discrimination, Harassment and Bullying. 2.1 The Employer and the Union recognize the right that every employee is entitled to a work environment that is free from discrimination, harassment and bullying. The Employer and the Union also recognize the principles of the British Columbia Human Rights Code which prohibits discrimination and harassment because of the race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person (“Prohibited Grounds”).
Discrimination, Harassment and Bullying. 45.01 It is agreed between the parties that there is an obligation and desire to eliminate any and all discrimination, harassment and bullying in the workplace. This obligation applies equally to the Board, the Union and all employees.
Discrimination, Harassment and Bullying. The Company and the Union agree to declare their opposition to harassment, discrimination or bullying in the workplace. Both parties agree to work together in recognizing and resolving such concerns as they arise. Discrimination - The parties agree that discrimination will not be tolerated in the workplace and that all employees are entitled, in complete equality, to the recognition and exercise of all rights and privileges of the Collective Agreement, without discrimination, distinction, exclusion or preference based on race, colour, sex, age, marital or family status, creed, religion, political convictions or affiliation, language, ethnic, national origin, sexual orientation, record of offences, mental or physical disability. Harassment - The parties agree that harassment will not be tolerated in the workplace. Harassment is defined as any unwelcome action, whether verbal or physical, on a single or repeated basis, which humiliates, insults, or degrades. Such acts may be subtle or overt, but they are always offensive and demeaning. Unwelcome means any action which the harasser knows or ought reasonably to know is not desired by the victim. Bullying – The parties agree that bullying will not be tolerated in the workplace. Bullying is defined as acts or verbal comments that could mentally hurt or isolate a person and can also include physical aggression. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people. The Joint Health and Safety Committee will address issues resulting from an employee’s or customer’s behaviour problems (including aggression) which may compromise employee safety. Existing policies which address such behaviour will be used as a starting point. The Committee will review the effectiveness of the policies on a regular basis and will be expected to recommend new approaches, procedures and techniques for prevention and risk management.
Discrimination, Harassment and Bullying. 8 5.1 No Discrimination 8 5.2 Personal Rights 8 5.3 No Harassment 8 5.4 Personal Opinions 10 ARTICLE 6 - LABOUR MANAGEMENT RELATIONS 10
Discrimination, Harassment and Bullying. The company is committed to a workplace free from discrimination, harassment and bullying. We expect employees and management to conduct workplace relationships based on the principles of mutual tolerance and respect. Any employee (including managers and team leaders) found breaching these fundamental principles may be guilty of serious misconduct. See clause 8 of this Agreement.
Discrimination, Harassment and Bullying. 70.1. Maari Ma is committed to providing a safe and healthy work environment for all Employees that is free from harassment, discrimination and bullying. This means that Xxxxx Ma will take all reasonable steps to prevent any unwanted harassment, discrimination or bullying behaviours in the workplace.
Discrimination, Harassment and Bullying. LEVEL 2 OR 3) The University does not condone behaviour that is likely to undermine the dignity or productivity of any of its members, and prohibits any form of discrimination or harassment, whether it occurs on University property or in conjunction with University related activities. The University and all members of The University community share the responsibility of establishing and maintaining a climate of respect within this community and of addressing any situation(s) in which respect is lacking. Harassment is defined as inappropriate comments or conduct in relation to a person or group of persons that has the effect or purpose of creating a hostile or intimidating living, working, or educational environment. This includes any attention or conduct by an individual or group who knows, or ought reasonably to know, that such attention or conduct is unwelcome, unwanted, offensive, or intimidating-this includes online conduct through social media platforms, including but not limited to Facebook, Twitter, email, Instagram, Snap Chat etc. Harassment based on a person’s race, culture, creed, sexual orientation, gender, age, abilities, or appearance, or any protected characteristic under the Manitoba Human Rights Code will not be tolerated. The University is committed to meeting its obligations as an employer under both the Manitoba Human Rights Code and the Workplace Safety and Health Act, and will ensure, so far as it is reasonably practicable, that no member of The University community is subject to human rights discrimination or harassment, sexual harassment or personal harassment as defined by law and in Respectful Working and Learning Environment Policy (RWLEP). Campus Living will levy residence-related sanctions for residents who are found violating this policy, aside from the possible outcomes that could arise from the RWLEP. The complete RWLEP is accessible from xxxxxxxxx.xx/xxxxxxx/ respect-policy.
Discrimination, Harassment and Bullying. The Employer and the Union recognize the right that every employee is entitled to a work environment that is free from discrimination, harassment and bullying. The Employer and the Union also recognize the principles of the British Columbia Human Rights Code which prohibits discrimination and harassment because of the race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person (“Prohibited Grounds”). The Employer has a policy with respect to discrimination, harassment and bullying in the workplace which shall continue to apply, subject to the procedures as outlined in this article. Discrimination includes refusing to employ or continuing to employ, or discriminating against a person, regarding employment or any term or condition of employment, based on a Prohibited Ground. Harassment is defined as conduct or comment which is known or ought reasonably to be known as objectionable or unwelcome, that serves no legitimate work related purpose, and that is based on a Prohibited Ground, and which also has one or more of the following attributes:
Discrimination, Harassment and Bullying. (a) The Employer and the Union recognize that employees are entitled to work in a respectful environment free from all forms of discrimination and harassment. The Employer, in cooperation with the Union, will promote a work environment that is free from discrimination and harassment where all employees are treated with respect and dignity.
Discrimination, Harassment and Bullying. 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.
