NO DISCRIMINATION/HARASSMENT Sample Clauses
NO DISCRIMINATION/HARASSMENT. 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.
6.02 The Union and the Company recognize that sexual, racial, and violent harassment is a cruel and destructive behaviour against others that can have devastating effects.
(a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands.
(b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts.
(c) Violent Harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives an employee reasonable cause to believe that the employee is at risk of injury.
6.03 Any claims of harassment or discrimination, should be brought to the attention of management, Human Resources and/or any local Union elected person or official. Complaints of alleged harassment or discrimination as outlined in 6.01 by members of the bargaining unit will be handled with all possible confidentiality by a joint committee consisting of the a Unifor Representative and a Representative of the Company. Management Representative to be selected by the Company and Unifor Representative to be selected by the Union.
(a) The investigation will be handled promptly within fifteen (15) working days from the date the complaint was filed. Investigation will be reviewed by Plant Chairperson and Human Resources Manager for final resolution. If unresolved the complaint may be taken up as a grievance at Step 3.
6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to and including termination.
6.05 This article is not intended to restrict any employee's rights under the Ontario Human Rights Code.
6.06 The parties agree that normal soci...
NO DISCRIMINATION/HARASSMENT and Affirmative Action (Article 5) 7
NO DISCRIMINATION/HARASSMENT. 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.
NO DISCRIMINATION/HARASSMENT. 5.01 The Employer and the Union agree that there will be no discrimination, interference, intimidation, restriction or coercion exercised or practised by any of their representatives with respect to any nurse because of the nurse’s membership or non-membership in the Union or by reason of exercising her rights under the Collective Agreement.
5.02 It is agreed that there will be no discrimination and/or harassment by either party or by any of the nurses covered by this Agreement on the basis of race, creed, religion, colour, ancestry, ethnic or place of origin, sex, sexual orientation, marital status, family status, citizenship, age, record of offences, or disability as defined in the Human Rights Code, unless such basis is a bona fide requirement of the position.
5.03 The parties agree that every person who is a nurse has a right to freedom from harassment in the workplace because of sex or sexual orientation by the Employer, or agent of the Employer, by the Union, or agent of the Union, or by another nurse.
(a) Sexual harassment by any person employed by the Employer will not be tolerated in the workplace. Sexual harassment shall have the same meaning as under the Human Rights Code and shall also include harassment due to sexual orientation. Every person has the right to be free from,
i) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the person where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; or
ii) a reprisal or threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person. Sexual harassment may also include engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.
NO DISCRIMINATION/HARASSMENT. 5.01 The parties agree that there shall be no discrimination by the Company or the Union or its members against any employee(s) because of membership or activity or non- membership in any lawful Union. Further, both parties commit that there will be no tolerance of discrimination/harassment against any employee(s) as set out in the Canadian Human Rights Act covering this bargaining unit.
NO DISCRIMINATION/HARASSMENT. 12.01 (a) There shall be no discrimination, restriction or coercion exercised or practiced in respect of any employee by either party by reason of age, race, colour, creed, national origin, political or religious belief, gender, gender expression, gender identity, sexual preference, marital status, physical disability nor by reason of membership or non-membership or activity in the Union.
NO DISCRIMINATION/HARASSMENT. 2.01 The Company and the Union agree that there shall be no discrimination, interference, restraint, harassment or coercion exercised or practised by either of them or by any of their representatives, with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliations, disability, sexual orientation nor by reason of Union membership or activity.
2.02 The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and expect those limitations as set out in the Legislation of the Province of Ontario.
NO DISCRIMINATION/HARASSMENT. 5:01 Every employee has the right to equal treatment by the Company with respect to all aspects of the exercise of managerial authority by the Company. Equal treatment shall be without discrimination / harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, political affiliation, sex, age, marital status, family status, mentally or physically challenged, sexual orientation, and membership or office in the Union.
NO DISCRIMINATION/HARASSMENT. There shall be no discrimination because of sex, race, creed, color, national origin, sexual orientation or union activities against any employee or applicant for employment by the County or by anyone employed by the County; and to the extent prohibited by applicable State and Federal law there shall be no discrimination because of age. There shall be no discrimination against any disabled person solely because of such disability. There shall be no discrimination because of Union membership or legitimate Union activity against any employee or applicant for employment by the County or anyone employed by the County. The County agrees to abide by its Anti-Harassment Policy.
NO DISCRIMINATION/HARASSMENT. (1) There shall be no discrimination practised by reason of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, or disability/handicap, or any other prohibitive ground as defined in section (10)(1) of the Ontario Human Rights Code (OHRC), as amended.
(2) There shall be no discrimination or harassment practised by reason of an employee's membership or activity in the Association.
(3) All employees covered by this Agreement, have a right to freedom from harassment in the workplace because of sex, sexual orientation, or race, ancestry, place of origin, colour, ethnic or citizenry, or disability by his or her employer or agent of the employer or by another employee. Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.
(4) Every employee covered by this Collective Agreement has a right to be free from:
(a) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the employee where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; or
(b) a reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the employee. In addition to any other remedial powers of an arbitrator or board of arbitration with respect to the breach of the provisions set out in the "No Discrimination/Harassment" article of this Agreement, the arbitrator or board of arbitration may direct the party contravening those articles of the agreement to do anything that, in the opinion of the arbitrator or board of arbitration, the party ought to do to achieve compliance with those articles, both in respect on the grievance before it and in respect of future practices, and the arbitrator or board of arbitration may direct that the Board or the Association make restitution, including monetary compensation, for loss arising out of the breach of the articles, and where the breach has been engaged in wilfully or recklessly, monetary compensation may include an award, as available by a Board of Inquiry under the Ontario Human Rights Code.