Common use of Human Rights Code Clause in Contracts

Human Rights Code. The Parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.5, the Parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service and for extending knowledge relating to the Human Rights Code to all employees. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offense unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances.

Human Rights Code. The Parties parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.5, the Parties parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service Broadmead Care Society and for extending knowledge relating to the Human Rights Code to all employees. The Government of British ColumbiaBroadmead Care Society, in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. BC Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, gender identity or expression, political beliefsbelief, and criminal or summary offense unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of BC Human Rights Tribunal or to the process specified in Clause 1.91.8. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.91.8. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 - Grievances.

Human Rights Code. The Parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.5, the Parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service and for extending knowledge relating to the Human Rights Code to all employees. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offense unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. relationship.‌ This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances.

Human Rights Code. The Parties parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.5, the Parties parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service and for extending knowledge relating to the Human Rights Code to all employees. The Government of British Columbia, Employer in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. BC Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or and unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offense offence unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's ’s managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of BC Human Rights Tribunal or to the process specified in Clause 1.9. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—8 – Grievances.

Human Rights Code. The Parties parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.51.5, the Parties parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service and TSSI for extending knowledge relating to the Human Rights Code to all employees. The Government of British ColumbiaTSSI, in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. BC Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offense offence unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the EmployerTSSI's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. BC Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of Human Rights Tribunal or to the process specified in Clause 1.91.7. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances.

Human Rights Code. The Parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.5, the Parties will continue to review methods of extending knowledge of the Human Rights Code within the Public Service Authority and for extending knowledge relating to the Human Rights Code to all employees. The Government of British Columbia, Employer in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the B.C. Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offense unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of discrimination must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.91.7. In either event a complaint of discrimination, if included as an element of a grievance, shall not be pursued through the process identified in Clause 1.91.7. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances.