Workplace Harassment/Discrimination Sample Clauses

Workplace Harassment/Discrimination. A) The Board recognizes that every teacher has the right to employment free of harassment and the right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, sex, age, record of offenses, marital status, family status, or handicap as per the Board’s Employee Workplace Harassment/Discrimination Prevention Policy dated February 20, 2004 as may be amended from time to time. A teacher who has a claim against the Board for discrimination or harassment involving any of the above may proceed through the Grievance Procedure within seven (7) calendar days as per Article 2.03 Step Two B).
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Workplace Harassment/Discrimination. 1. It is the policy of Wenatchee Valley College that sexual or all forms of workplace harassment/discrimination are a violation of the mission and purpose of the District and shall not be tolerated, pursuant to Policy 000.330 subject to amendments. This prohibition includes bullying and any other similar types of conduct.
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Workplace Harassment/Discrimination. .01 Subject to the Canadian Human Rights Act, the parties agree that there shall be no discrimination, interference, coercion, harassment, intimidation or disciplinary action exercised or practiced by Employees, the Union or the Employer with respect to an Employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, or membership or activity in the Union. For clarity, the parties agree that “sex” includes transgender identity or expression. .02 Further, the Company will provide training to Flight Attendants in the application of Company policies and CARS regulations on unruly customers.
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Workplace Harassment/Discrimination. 8.01 In accordance with the Nova Scotia Human Rights Act, the parties to this agreement agree that there shall be no discrimination practiced with respect to any Employee by reason of race, creed, colour, age, ethnic, national or aboriginal origin, political or religious affiliation, belief, or practice, sex, sexual orientation, marital or family status, source of income, physical/mental disability, an irrational fear of contracting an illness or disease, or association with another individual or class of individuals having characteristics referred above, except as authorized under the Act.
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Workplace Harassment/Discrimination. A) Subject to the denominational rights that apply to Catholic school boards, the Board recognizes that every employee has the right to employment free of harassment and the right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, creed, citizenship, sex, gender identity, gender expression, sexual orientation, age, record of offences, marital status, family status, disability or membership in OECTA as per the Board’s Employee Workplace Harassment/Discrimination Prevention Policy. . A teacher who has a claim against the Board for discrimination or harassment involving any of the above will proceed through the Grievance Procedure within seven (7) calendar days as per Article 2.03 Step 2 B.
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Workplace Harassment/Discrimination. 5.01 The Employer and the Union agree that there will be no harassment/discrimination exercised or practised by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, ancestry, place of origin, citizenship, creed, gender, sexual orientation, disability, age, marital status, family status and record of offences, political or religious affiliation or any other prohibited grounds under Federal/Provincial legislation. All employees are expected to treat others with courtesy and consideration and to discourage harassment.
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Workplace Harassment/Discrimination. .01 Subject to the Canadian Human Rights Act, the parties agree that there shall be no discrimination, interference, coercion, harassment, intimidation or disciplinary action exercised or practiced by Employees, the Union or the Company with respect to an Employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, or membership or activity in the Union. For clarity, the parties agree that “sex” includes transgender identity or expression. .02 Further, the Company will provide training to Employees in the application of Company policies and CARS regulations on unruly customers.
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Workplace Harassment/Discrimination. The Employer and the Union and its members are committed to ensure they have a work environment that is free from work place harassment and discrimination. Such actions are not tolerated and will be redressed.
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Workplace Harassment/Discrimination 
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Related to Workplace Harassment/Discrimination

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • 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.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • 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.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual 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.

  • Discrimination and Harassment 6.13 All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial Appointments legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

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