Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights and, where harassment is found to have occurred, may have a major impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter is investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your concerns. This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. You will need to document the events, complete with times, dates, locations, witnesses and details. Should you be uncomfortable with this first step, or the unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Human Resources” manual. Definition – Sexual Harassment Sexual Harassment is: Any conduct, comment, or gesture or physical contact of a sexual nature that is unwelcome and might reasonably be perceived as placing a condition on employment. Any persistent conduct, comment, gesture or physical contact of a sexual nature that is likely to cause another individual offense, embarrassment or humiliation. Sexual harassment may include, but is not necessarily limited to:
Workplace and Sexual Harassment. Cases of alleged harassment because of position, race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses,marital or family status, and disability, will be considered as discrimination and shall be eligible to be processed as grievances under the grievance procedure.
Workplace and Sexual Harassment. Sunbeam Residential Development Centre and CAW are committed to providing a harassment-free workplace. Harassment is defined as single or repeated incidents involving vexatious words or actions that is known or ought reasonably be known to be unwelcome, and in relation to one of the prohibited grounds, as stated in the Ontario Human Rights Code. Particularly when these words or actions deny individual dignity and respect on the basis of such grounds as gender, disability, race, colour, sexual orientation, or other prohibited grounds. The workplace is defined as all areas of the facility, and includes areas such as offices, resident areas, grounds, rest rooms, cafeteria, locker, staff room, 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: • verbal abuse (name calling, insults, slurs, jokes or innuendoes) on any prohibited ground • insulting actions directed at an individual’s protected attributes (rude gestures, physical intimidation or assault, vandalism, practical jokes) • refusal to associate or work with an individual because of their age, race, colour, creed or any other protected attribute • sexist jokes • unwelcome sexual flirtations, advances, proposals • unwanted physical conduct such as touching, patting, pinching • backlash or retaliation for the lodging of a complaint or participation in an investigation Such comments or conduct includes that of or directed to a resident’s family, and/or friends, or others present in the workplace. Harassment is in no way to be construed as properly discharged supervisory responsibilities including the delegation of work assignments or the assessment of discipline. Filing a Complaint If an employee believes she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that should be taken to put a stop to it: • request a stop to the unwanted behaviour; • inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted or unwelcome; • document the events, complete with times, dates, locations, witnesses and details; • report the incident in writing to your immediate Supervisor with a copy to your Union Xxxxxxx or Committee Person. However it is understood that ...
Workplace and Sexual Harassment. 37.01 The Employer and the Union agree that there shall be no discrimination exercised or practiced with respect to any employee in the matter of hiring, assigning wage rate, training, up-grading, promotion, transfer, lay-off, recall, discipline, classification, discharge, or any other action by reason of age, race, creed, colour, ancestry, place of origin, ethnic origin, citizenship, sexual orientation, sex, marital or parental status, family status, disability or any other protected ground under the Ontario Human Rights Code, nor by reason of his membership or activity in the Union. The Employer and the Union are committed to a work environment which is free from discrimination, harassment and/or workplace violence as defined by the Ontario Human Rights Code, the Occupational Health and Safety Act and any other applicable legislation.
Workplace and Sexual Harassment. 37.01 The Employer and the Union agree that there shall be no discrimination exercised or practiced with respect to any employee in the matter of hiring, assigning wage rate, training, up-grading, promotion, transfer, lay-off, recall, discipline, classification,
Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one's human rights and, where harassment is found to have occurred, may have a major impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter in investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behavior was unwelcome and offensive. If you believe, or are concerned, that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behavior you do not welcome. This will allow the harasser an opportunity to respond to your concerns and to understand your concerns. This will also allow an opportunity to whether there are any misconceptions about the unwelcome behavior. Should you be uncomfortable with this first step, or the unwelcome behavior continues, then you are to consult the Centre's Harassment Policy contained in the "Administrative"manual, Definition Sexual Harassment Sexual Harassment is: Any conduct, comment, or gesture or physical contact of a sexual nature that is unwelcome and might reasonably be perceived asplacing a condition on employment. Any persistent conduct, comment, gesture or physical contact of a sexual nature that is likely to cause another individual embarrassment or humiliation. Sexual harassment may include, but is not necessarily limited to: Any physical or verbal abuse including derogatory remark, innuendoes or taunts aimed at your sex. Sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature, when this conduct either places an explicit or implicit condition on decisions or unreasonably interferes with or creates an offensive work environment. Signed at Ontario this day of Sunbeam Residential Development Service Employees' International Centre Union, Local ADDENDUM TO LETTER OF UNDERSTANDING between SUNBEAM RESIDENTIAL DEVELOPMENT CENTRE and SERVICE EMPLOYEES’ INTERNATIONAL UNION, LOCAL C.I.O., RE: Summer Students This Addendum is with respect to the Letter...
Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights is found to have occurred, may have a impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter in investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned, that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. Should you be uncomfortable with this first step, or unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Administrative“manual.
Workplace and Sexual Harassment. 37.01 The parties agree that the Harassment Policy Code 1.2.2 shall apply to all employees in the bargaining unit. (See Appendix D)
