RACIAL AND ETHNIC HARASSMENT. 4.04.1 The union and the employer recognize the right of employees to work in an environment free from discrimination and/or harassment on the basis of native language (subject to Article 12.02.1), race, colour, ethnicity, ancestry, place of origin, nationality, and/or religion, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that racial and ethnic harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit or any employee in the bargaining unit shall be penalized in their student status or employment status as a result of suffering work-related racial or ethnic harassment. In keeping with this objective, the Parties agree:
RACIAL AND ETHNIC HARASSMENT. 4.04.6 When a grievance is filed as per Article 6.20, a first meeting is convened by the Employer as per Article 6.06. If an employee who is not in the CUPE 3903 bargaining unit is named as a respondent in the grievance, this meeting may include a case advisor or the Executive Director from the York University Centre for Human Rights, Equity and Inclusion (the Centre).
RACIAL AND ETHNIC HARASSMENT. The union and the employer recognize the right of employees to work in an environment free from discrimination and/or harassment on the basis of native language (subject to Article 12.01.7), race, colour, ethnicity, ancestry, place of origin, nationality, and/or religion, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that racial and ethnic harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit shall be penalized in her student status as a result of suffering work-related racial or ethnic harassment. In keeping with this objective, the parties agree:
RACIAL AND ETHNIC HARASSMENT to update name from Centre for Human Rights to Centre for Human Rights, Equity and Inclusion, and position title from Director to Executive Director.
RACIAL AND ETHNIC HARASSMENT. 4.04.6 When a grievance is filed as per Article 6.20, a first meeting is convened by the Employer as per Article 6.06. If an employee who is not in the CUPE 3903 bargaining unit is named as a respondent in the grievance, this meeting may include a case advisor or the Executive Director from the York University Centre for Human Rights, Equity and Inclusion (the Centre). The employer shall not use information provided by a complainant-employee respecting sexual and/or gender harassment for the purpose of disciplining any member of the University community unless that complainant-employee specifically agrees to such usage.
RACIAL AND ETHNIC HARASSMENT. Racial or ethnic harassment is not condoned by Formula Ford. Racial harassment is when someone bothers, threatens or treats another person unfairly because of his or her race, colour or ancestry. Such forms of harassment can also be connected with one's place of origin, religion, citizenship or first language. Examples of conduct which may be racial or ethnic harassment include: • Unwelcome remarks, jokes or innuendos about a person's racial or ethnic origin, colour and place of birth, citizenship or ancestry; • Displaying racist or derogatory pictures or other offensive material; • Insulting gestures or practical jokes based on racial or ethnic grounds which create awkwardness or embarrassment; or • Refusing to speak to or work with someone or treating someone differently because of their ethnic or racial background. Psychological Harassment (Bullying): At Formula Ford we are committed to providing you with a work environment free from psychological harassment. You have the responsibility to conduct yourselves accordingly. Definition of Psychological Harassment: Psychological harassment is behaviour that is repetitive, hostile or unwanted, damaging to a person's dignity and results in a harmful work environment. Examples of psychological harassment include, but are not limited to: • Making rude, degrading or offensive remarks; • Discrediting the person; spreading rumours, ridiculing him/her, humiliating him/her, calling into question their convictions or their private life, shouting abuse, sexually harassing him/her, or harassing that person based on any ground prohibited by human rights legislation, including race, colour, sex, sexual orientation, pregnancy, civil status, age, religion, political convictions, language, ethnic or national origin, social condition or handicap; • Belittling the person; forcing him/her to perform tasks that are belittling or below his/her skills, simulating professional misconduct; • Character assassination; spreading rumours, gossip and Innuendo, especially that which is malicious, hurtful and untrue; ▪ Social isolation; ostracizing or ignoring an individual; • Violence, intimidation or threats of violence; • Deliberately undermining someone or stopping that person from completing his or her work; • Belittling an employee's work or achievements or constantly taking credit for that person's accomplishments; removing responsibilities and accountabilities without reason; • Constantly changing work requirements and/or standards...
