Harassment & Discrimination. The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.
Harassment & Discrimination. 43.01 The parties agree that there should be no discrimination or harassment in the workplace contrary to law, and that they and all employees shall cooperate in efforts to ensure that there is no inappropriate behaviour. In that regard, the parties state as follows:
Harassment & Discrimination. 29.01 The Employer and the Union agree that any harassment and/or discrimination that is contrary to Manitoba law shall not be condoned in the workplace. Both parties shall work together in recognizing and resolving such concerns as they arise. Any employee who believes that they have been harassed and/or discriminated against is encouraged to report such misconduct to the General Manager and the Union Representative. Such reports shall be dealt with in confidence and as expeditiously as possible.
Harassment & Discrimination. The local parties will determine through joint meetings the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues.
Harassment & Discrimination. 47.01 The parties hereto acknowledge that, in the work place, there shall be no discrimination, interference, restriction, coercion, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, family status, marital status, disability, conviction for which a pardon has been granted or membership/activity in the union.
Harassment & Discrimination. The parties agree to promote an effective and meaningful way of addressing discrimination, harassment and violence issues through the Employer policy titled ‘Workplace Violence and Harassment Prevention Program’ dated May 12, 2011 and the applicable legislation.
Harassment & Discrimination. The parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: - Reviewing the hospital’s harassment policy and making joint recommendations to the Senior Executive Leader. - Promoting a harassment free workplace. - Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; - Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); - Development of processes to address the accommodations/ modified work needs for nurses; - Development of assertiveness training programs.
Harassment & Discrimination. 7.1 Sexual Harassment/ Discrimination The employees covered by this Agreement are also covered by the Harassment Awareness Policy as set by the Employer. All employees have the right to work in an environment free from sexual harassment. Sexual harassment will be grounds for the imposition of discipline pursuant to this Agreement. Where an employee alleges that sexual harassment has occurred on the job, the employee shall have the right to grieve under this Agreement.
Harassment & Discrimination. The Company and the Union recognize their joint responsibilities in providing a harassment and discrimination free work place environment. The Company and the Union agree that there shall be no discrimination practiced with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, sexual orientation, or handicap all of which as defined in the Human Rights Code of Ontario, or by reason of membership in a union or by reason of lawful activity in the Union. In the event of handicap within the meaning of the Human Rights Code, both the Company and the Union accept their duty to accommodate the employee within the meaning of the Ontario Human Rights Code. When it is alleged that there has been a violation of this clause the Company and the Union shall be provided with the full particulars of the grounds upon which such discrimination is alleged to have occurred.
Harassment & Discrimination. The use of District technology to harass any other person including, but not limited to, another District employee, a student, or a parent/guardian of a student is strictly prohibited. Information may not be transmitted over District computers that harasses or disparages others based on their race, national origin, sex, sexual orientation, age, disability, religion, or political beliefs. The District's policies on discrimination and sexual harassment apply to the use of District technology. I have read and understood this provision. Initials
