LETTER    WORKPLACE HARASSMENT Clause Samples

LETTER    WORKPLACE HARASSMENT. The Company and the CAW are committed to providing a harassment-free workplace. 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. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, 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 of 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 discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee believes has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it; Request a stop of the unwanted behaviour; Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; Document the events, complete with times, dates, locations, witnesses and details; Report the incident to Branch person. However, it is also understood that some victims of discrim...