OR HARASSMENT Clause Samples

OR HARASSMENT. The Hospital 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 employee because of his membership or nonmembership In the Union or activity or lack of activity on behalf of the Union or by reason of exercising his rights under the Collective Agreement. It is agreed that there will be no discrimination by either party or by any of the employees covered by this Agreement on the basis of race, creed, colour, national origin, sex, marital status, age, religious affiliation, sexual orientation or any other factor which is not pertinent to the employment relationship. Every employee who is covered by this agreement has a right to freedom from harassment in the workplace in accordance with the Ontario Human Rights Code.
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OR HARASSMENT. The Hospital and the Union agree that there be no discrimination, interference, intimidation, restriction or coercion exercised or practiced by any of their representatives with respect to any employee because of his membership or in the Union or activity or of on behalf of the Union or by reason of his rights under the Collective Agreement. It is agreed that there will be no discrimination by either party or by any of the employees covered by this Agreement on the basis of race, creed, colour, national origin, sex, status, age, religious affiliation, sexual orientation or any other factor which is not pertinent to the employment Every employee who is covered by this agreement has a right to freedom from harassment in the workplace with the Ontario Human Rights Code.
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OR HARASSMENT. (The foilowing provisions will appear in all collective agreements replacing any provisions related to No Discrimination or Harassment that existed in the Hospital's expiring collective agreement:) The Hospital and the Union agree that there will be no discrimination, interference, intimidation, restriction or coercion exercised or practiced by any of their representatives with respect to any employee because of his membership or non-membership in the Union or activity or lack of activity on behalf of the Union or by reason of exercising his rights under the Collective Agreement. It is agreed that there be no discrimination by either party or by any of the employees covered by this Agreement on the basis of race, creed, colour, national origin, sex, marital status, age, religious affiliation or any other factor which is not pertinent to the employment relationship. Every employee who is covered by this agreement has a right to freedom from harassment in the workplace in accordance with the Ontario Human Rights
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OR HARASSMENT. Where allegation is made by an employee that Article (No or or Clause (Sexual Harassment) has been violated, a grievance shall be at Step Two within (40) days such violation is alleged to have occurred. In the event the City has a grievance, the Director of Employee and Labour Relations shall file the grievance in writing within twenty (20) working days of the circumstances to a grievance the authorized officers of Local who shall confer with Director of Employee and Labour Relations within twenty (20) days of the receipt of such grievance. In event the authorized officers of Local do not provide redress satisfactory to the City, the Director of Employee and Labour Relations may process the grievance to arbitration in accordance with the arbitration provisions as set out In this Agreement, with the necessary changes being made.
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Related to OR HARASSMENT

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Discrimination and Harassment ‌ All employees have the right to work in an environment free from all forms of harassment, including sexual harassment. Discrimination is perceived or actual behaviour and includes sexual harassment as a type of discrimination which, generally, is: a) Discriminatory in nature based on race, colour, age, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, Union or association membership, or because that person has been charged or convicted of a criminal offence that is unrelated to the position; and/or, b) Objectionable because the person committing such behaviour knows or ought to reasonably know that the behaviour creates an environment which is not conducive to work. For the purposes of paragraph 2.09 (b), objectionable behaviour includes, but is not limited to: i) Verbal abuse or threats; ii) Offensive remarks, jokes, innuendoes, or taunting; iii) Display of pornographic, racist, or other offensive or derogatory material; iv) Persistent unwelcome invitations or requests whether direct or indirect; v) Unwelcome physical contact such as touching, patting, pinching or punching; and, vi) Leering, badgering, or intimidating actions. Sexual Harassment is defined as unwelcome sexual advances, request for sexual favours, and other verbal, written, or physical conduct of a sexual nature when: vii) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; viii) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; ix) Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to 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 Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.