Common use of Harassment & Discrimination Clause in Contracts

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. 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 '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 '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.. Hospital Central Agreement March

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: • x Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • x Promoting a harassment free workplace where there is ‘zero tolerance’; • x Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • x Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • x Development of processes to address the accommodations/ modified work needs for nurses; • x Development of assertiveness training programs.

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 hospitalEmployer’s harassment policy and making joint recommendations to the Chief Nursing OfficerDirector of Care; • 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. 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; 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. The local parties will determine the appropriate means of promoting an effective and meaningful way meaningfulway of addressing discrimination and discriminationand harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s 's harassment policy and making joint recommendations to recommendationsto the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Ensuring that all employees are familiar with the employer’s 's harassment policy by identifying educational identifyingeducational 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. The local parties will determine the appropriate means of promoting an effective and meaningful way meaningfulway of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s 's harassment policy and making joint recommendations to recommendationsto the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Ensuring that all employees are familiar with the employer’s 's harassment policy by identifying educational opportunities, including the orientation period for new employees; • a 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.. Hospital Central Agreement March

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 's harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Hospital Central Agreement -March Ensuring that all employees are familiar with the employer’s '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.. NOTE:

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/ accommodatio ns/ modified work needs for nurses; • Development of assertiveness training programs.

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 's harassment policy and making joint recommendations to recommendationsto the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Ensuring that all employees are familiar with the employer’s '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. 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 hospitalEmployer’s harassment policy and making joint recommendations to the Chief Nursing OfficerDirector of Care; •  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. 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 's harassment policy and making joint recommendations to recommendationsto the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’; • tole Ensuring that all employees are familiar with the employer’s '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.. NOTE:

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 's harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Hospital Central Agreement -March NOTE: Ensuring that all employees are familiar with the employer’s '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. 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 '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 '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. 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 '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 's harassmentpolicy by identifying educational identifyingeducational 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 Developmentof processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

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 OfficerExecutive; • 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. 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 's harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘'zero tolerance’'; • Hospital Central Agreement -March NOTE: Ensuring that all employees are familiar with the employer’s '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. 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 '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 '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.. Hospital Central Agreement March