Sexual/Personal Harassment. The Union and the Employer recognize the right of the employees to work in an environment free from sexual/personal harassment, and the Employer recognizes its responsibility to maintain a discrimination-free work place.
Sexual/Personal Harassment. The Company recognizes the right of all employees to employment free of sexual and/or personal harassment. All matters concerning sexual and/or personal harassment will be dealt with in a confidential manner in accordance with Company policy.
Sexual/Personal Harassment. Definition
Sexual/Personal Harassment. (a) Both the Employer and the Association consider sexual/personal harassment to be reprehensible and are committed to maintaining an environment in which sexual/personal harassment does not exist.
Sexual/Personal Harassment. 13.11.1 The Board and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. Any complaint alleging sexual or personal harassment shall be treated seriously and in strict confidence. Employees are encouraged to seek support and advice from the Union and/or a representative of the Board to seek rectification of the situation expeditiously and in an appropriate manner.
Sexual/Personal Harassment. The Board and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. A joint statement to that effect will be issued annually by the Board and the Union. SCHOOL DISTRICT NO. 38 (RICHMOND) AND CUPE LOCAL 716 Collective Agreement 2022-2025 Complaints of sexual and personal harassment shall be treated in strict confidence by the Board and the Union. In the first instance the alleged complaint shall be dealt with promptly by the Superintendent of Schools for the Board and the President of the Union or their designates. Should the matter not be resolved, it may then be taken up under Step 3 of the grievance procedure, with the Union or the Employer having the right to advance the matter, determined by which party initiated the complaint. An employee who alleges that they are being subjected to sexual or personal harassment shall not be forced to transfer unless the employee specifically consents to the transfer. No employee shall be subject to reprisal or threat of reprisal as a result of filing a grievance under this clause. It is recognized, however, that false or malicious complaints may damage the reputation or be unjust to other employees and therefore disciplinary action may apply in cases where false or malicious complaints are lodged. The Board may grant to the employee alleging sexual or personal harassment, short term leave of absence with pay pending resolution of the matter. Such a request shall not be unreasonably denied.
Sexual/Personal Harassment. The Board and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. A joint statement to that effect will be issued annually by the Board and the Union. Complaints of sexual and personal harassment shall be treated in strict confidence by the Board and the Union. In the first instance the alleged complaint shall be dealt with promptly by the Superintendent of Schools for the Board and the President of the Union or their designates. Should the matter not be resolved, it may then be taken up under Step 3 of the grievance procedure, with the Union or the Employer having the right to advance the matter, determined by which party initiated the complaint. An employee who alleges that they are being subjected to sexual or personal harassment shall not be forced to transfer unless the employee specifically consents to the transfer. No employee shall be subject to reprisal or threat of reprisal as a result of filing a grievance under this clause. It is recognized, however, that false or malicious complaints may damage the reputation or be unjust to other employees and therefore disciplinary action may apply in cases where false or malicious complaints are lodged. The Board may grant to the employee alleging sexual or personal harassment, short term leave of absence with pay pending resolution of the matter. Such a request shall not be unreasonably denied.
Sexual/Personal Harassment. The Board and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. A joint statement to that effect will be issued annually by the Board and the Union. Sexual harassment is defined as any repeated and unwarranted sexual comments, looks, suggestions or physical contacts that create an uncomfortable working environment for an employee or that threaten the employee's job or chance for promotion. Personal harassment is defined as any comments and/or actions deliberately designed to demean, belittle and humiliate an individual. Complaints of sexual and personal harassment shall be treated in strict confidence by the Board and the Union. In the first instance the alleged complaint shall be dealt with promptly by the Secretary-Treasurer of the Board and the President of the Union or their designates. Should the matter not be resolved, it may then be taken up under Step 3 of the grievance procedure, with the Union or the Employer having the right to advance the matter, determined by which party initiated the complaint. An employee who alleges that he/she is being subjected to sexual or personal harassment shall not be forced to transfer unless the employee specifically consents to the transfer. No employee shall be subject to reprisal or threat of reprisal as a result of filing a grievance under this clause. It is recognized, however, that false or malicious complaints may damage the reputation or be unjust to other employees and therefore disciplinary action may apply in cases where false or malicious complaints are lodged. The Board may grant to the employee alleging sexual or personal harassment, short term leave of absence with pay pending resolution of the matter. Such a request shall not be unreasonably denied.
Sexual/Personal Harassment. The Employer and the Union recognize the right of all employees to work in an environment free from sexual and personal harassment. Any complaint alleging sexual or personal harassment shall be treated seriously and in strict confidence and may be addressed through the grievance procedure. Sexual harassment shall be defined as any sexually oriented practice that undermines an employee’s health or job practice, or endangers an employee’s employment status or potential. Cases of sexual harassment shall be considered as discrimination and eligible to be processed as a grievance. Personal harassment shall be defined as repeated, intentional, offensive comments or actions deliberately designed to demean and belittle an individual or cause personal humiliation. Cases of personal harassment shall be considered as discrimination and eligible to be processed as a grievance.
Sexual/Personal Harassment. The company agrees that sexual and personal harassment will not be tolerated and that if such incidents occur the necessary corrective action will be taken. SUMMER/CO-OP STUDENTS It is agreed that summer students or co-op students may be hired for summer vacation relief for a period not to exceed four (4) months. It is understood that such summer/co-op students shall in no case cause a current employee to lose his/her situation or have reduced hours as a result of such a student/co-op hire. It is further agreed that summer/co-op students shall not be used to increase staff due to increasing volume of the paper. Summer/co-op students shall be covered under all sections of the Collective Agreement and shall be remunerated at fifty-five (55%) percent of the applicable No. 1 rate in the Collective Agreement. JOB SHARING In the event that two or more employees request job sharing of a same or similar job, all parties shall meet to determine the feasibility of such a request. If the request is granted, the parties shall consider and agree to the appropriate sharing of all aspects of the job, including benefits. Any party may terminate the job sharing agreement on 60 days’ written notice. UNION REPRESENTATIVE
