Common use of Harassment in the Workplace Clause in Contracts

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. 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. The parties agree that harassment will not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union committee Committee and the Management committee 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 Board facility and includes areas such as officesschools, shop floorfloors, 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: - I Unwelcome remarks, jokes, innuendos, gestures or taunting about a person’s body, disability, attire attire, or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; - I Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; - I Posting or circulation of offensive photos or visual materials; - I Refusal to work or converse with an employee because of their racial background or gender, etc.; - I Unwanted physical conduct such as touching, patting, pinching, etc.; - I Condescension or paternalism which undermines self-respect; - I 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 discipline 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. The Union recognizes that it shares a joint responsibility with the Employer to discourage workplace harassment.