Harassment and Bullying. The Employer and Union recognize the rights of employees to work in an environment that is free from harassment and bullying. The Parties agree to xxxxxx and promote such an environment through the provision of education and training to all employees.
Harassment and Bullying. Harassment and bullying are unacceptable and contrary to ethical behaviour. Additionally, harassment based on a person’s sex, race, ethnic religious background, age, pregnancy, marital status, disability, transgender (transsexual) status or sexuality breaches anti-discrimination and human rights law. Harassment in the workplace can take many forms. It can be obvious or subtle, direct or indirect. It includes: • Sexual or suggestive remarks or gestures • Displaying or circulating sexually suggestive, offensive or degrading/insulting material (e.g. on walls, computer screen savers, email) • Making fun of someone, spreading rumours, and unwelcome practical jokes • Obscene or unsolicited telephone calls, letters, faxes or email messages • Invasion of personal space, unnecessary physical contact • Continually ignoring or dismissing someone’s contribution • Pushing, shoving or jostling or assault • Threats, insults, name calling, inappropriate language • Creating a hostile feeling or environment, even when there are no direct attacks being made on a person Complaints concerning harassment or bullying should be actioned according to the Compliments, Complaints/ Feedback Policy.
Harassment and Bullying. Both parties agree that unlawful harassment or bullying will not be tolerated.
Harassment and Bullying. Both parties agree that unlawful harassment or bullying will not be tolerated. Harassment is a form of discrimination. Bullying is a subset of harassment. Examples of harassment and bullying include name-calling, graphic or written statements (including cyber), or physical conduct that is threatening, harmful or humiliating and that is based, at least in part, on a legally protected characteristic. Harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents. Harassment where the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive is unlawful and will not be tolerated.
Harassment and Bullying. All employees have the right to work without fear or concern of being harassed or bullied based on age, marital status, gender, religion, ethnic or national origin, ethical belief, colour or race, employment status, disability, sexual orientation, political opinion, family status, or membership of an employee organisation. All bullying and harassment incidents will be treated seriously, and formally investigated if appropriate/required. Where bullying or harassment of any kind is established, and it constitutes a breach of the Oceania Code of Values and Conduct, disciplinary action will be taken.
Harassment and Bullying. The Society is committed to xxxxxx a safe and respectful work environment. No one has to tolerate harassment or bullying at work for any reason, at any time. No one has the right to harass anyone else at work or in any situation related to employment. SIGNED at Townsend, Ontario this day of January, 2016. FOR THE UNION FOR THE EMPLOYER APPENDIX I LETTER OF UNDERSTANDING - between - THE CHILDREN’S AID SOCIETY OF HALDIMAND AND NORFOLK - and - THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 1766 RE: IMPLEMENTATION OF CHILD PROTECTION INFORMATION NETWORK (CPIN) Where possible, the Employer will give the Union ninety (90) days advance notice of a plan to implement CPIN. The Employer will notify the Union in writing within fifteen (15) working days of the establishment of a “go live” date for CPIN. Where possible, at least sixty (60) days prior to the “go live” date, the Employer will provide the Union with an outline of its implementation plan. At that time, the parties will meet to discuss the implementation plan, including the training plans for bargaining unit employees, and any expected impacts to the bargaining unit. SIGNED at Townsend, Ontario this day of January, 2016.
Harassment and Bullying. (a) The Union and the Employer recognize the right of employees to work in an environment free from all forms of harassment and bullying. Such grounds may include but are not limited to age, sex, race, religion, colour, marital status, sexual orientation, family status and disability.
Harassment and Bullying. (i) Right to a harassment and bullying-free workplace The Employer recognizes the right of employees to work in an environment free from harassment, including sexual harassment, and bullying.
Harassment and Bullying. All employees have the right to work without fear or concern of being harassed or bullied based on age, marital status, gender, religion, ethnic or national origin, ethical belief, colour or race, employment status, disability, sexual orientation, political opinion, family status, or membership of an employee organisation. All bullying and harassment incidents will be treated seriously, and formally investigated if appropriate/required. Where bullying or harassment of any kind is established, and it constitutes a breach of the Nazareth Care EEO Harassment, Discrimination and Bullying Policy, Nazareth Care Code of Ethics and Conduct Policy or Nazareth Care Conditions of Employment Policy, disciplinary action will be taken.
Harassment and Bullying. 48.01 A complaint of harassment or discrimination will be investigated with total confidentiality by a joint committee consisting of one member appointed by the Union and one member appointed by the Company or alternates. The complainant, respondent and witnesses will be interviewed by the above joint committee. Such complaints will be investigated in a timely fashion.
