Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. 4.01 The employer and the CAW 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 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 as per the Human Rights Code. Harassment may take many forms: verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because of their racial or ethnic background or any other of the prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassment. 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 may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, the subject of discrimination or harassment, be reluctant to confront their harasser directly, they may request the assistance of a Union Representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.

Workplace Harassment. 4.01 6.01 The employer Employer and the Union agree that there will not be discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any Employee because of her/his race, colour, marital status, creed, age, sexual orientation, disability, ethnic origin, citizenship, record of offences, family status, or gender, on account of religious or political affiliations, or because of her/his membership or activities or lack of membership or activities, in the Union. 6.02 The Employer and the CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. Harassment is defined as a “course Acourse of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”unwelcome@, that denies individual dignity and respect on the basis of the grounds such as as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees Employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. harassment. 6.03 Harassment may take many forms: verbal, physical or physical, visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment arecover all potential incidents: • Remarksunwelcome remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry citizenship or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited groundsancestry; • Refusal practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; • posting or circulation of offensive photos or visual materials, • refusal to work or converse or work cooperatively with an employee Employee because of their racial or ethnic background or any other gender; • unwanted physical conduct such as touching, patting, pinching, etc.; • condescension or patronizing which undermines self respect; • backlash or retaliation for the lodging of the prohibited grounds; Properly a complaint or participation in an investigation. 6.04 Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassment. inhibit free speech or interfere with normal social relations. 6.05 If an employee Employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • . It is advisable to document the events, complete with times, dates, location, witnesses and details. The incident should be brought to the attention of your Supervisor. 6.06 Upon receipt of a written complaint, the Supervisor contacted will investigate the complaint, decided on the measures and/or remedies if any, that may be necessary to resolve the issue and to provide a written response within ten (10) days of receipt of the complaint. Pending the determination of the complaint, the Employer may take interim measures to separate the parties concerned where possible, if deemed necessary by the Employer. 6.07 A bargaining unit Employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. The procedure in no way precludes the complainant’s right to seek action under the Ontario Human Rights Code. However, it is also understood that should some employees, both the subject of discrimination CAW and the Employer urge employees to use the internal mechanisms as outlined above before seeking alternative recourse. 6.08 Nothing in this Agreement precludes the Employer or harassment, be reluctant to confront their harasser directly, they may request an Employee from obtaining the assistance and/or cooperation of a Union Representative or a representative of management. If at any time in the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesproceedings.

Workplace Harassment. 4.01 DISCRIMINATION/VIOLENCE 7.01 The employer Company and the CAW Union are committed to ensuring providing a work environment that is workplace free from harassmentdiscrimination, harassment or violence. It expected that all persons treat each other with respect and courtesy and must not engage in harassment or discrimination based on prohibited grounds and contrary to the Human Rights Code or any other applicable legislation. Workplace Harassment Defined 7.02 Harassment is defined as a “course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as 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 as per the Human Rights Code. . 7.03 Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation Workplace harassment includes, but is not limited to a person in relation to one of the prohibited grounds can occur in a variety of forms including following examples: (a) Unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures gestures, or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry, (b) Practical jokes, ancestry which cause awkwardness or any other prohibited grounds embarrassment, (c) Posting or circulation of discrimination: • Displaying material that is racistvisuals of a sexual, derogatory racial or objectionable in relation to any prohibited grounds; • otherwise offensive nature such as pornographic pictures, cartoons or graffiti, (d) Refusal to work, converse or work cooperatively share facilities with an another employee because of their racial background, sexual orientation, gender, etc; (e) Unwanted sexual solicitation or ethnic background advances and physical conduct such as touching, patting, or any other pinching; (f) Backlash or retaliation for the lodging of the prohibited grounds; Properly a complaint or participation in an investigation. 7.04 Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Workplace Defined 7.05 For the purpose of this Article, the workplace is in no way to be construed defined as harassmentany Company or Customer premises and includes areas such as maintenance service garages, schools, offices, buses, roadways, restrooms, cafeterias, conference rooms, parking lots and Company gatherings/events. Filing a Complaint 7.06 If an employee believes that he/she has been harassed and/or or discriminated against on or that he/she has been the basis subject of any prohibited ground of discriminationthreatening or violent behaviour, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • employee should take the following steps; (a) Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • Howeverunwelcome and request that they stop the unwanted behaviour. It is advisable to document the incident, it complete with times, dates, location, witnesses and details of the incident; (b) If the unwanted behaviour continues, or if the employee is also understood that should some employees, the subject of discrimination or harassment, be reluctant to confront their harasser directlyharasser, they the employee may request bring the assistance incident forming the basis of the complaint directly to any Union/Company Representative. (c) The parties may attempt to resolve a harassment or discrimination complaint prior to referral to the Joint Committee. If resolved, the outcome will be documented and kept on file by both the Union Representative or a representative of managementand the Company. If the unwelcome behaviour was to continuematter remains unresolved, the employee will consult may submit the Employer Policy on harassment and complaint in writing to the Joint Committee. Investigation 7.07 The Joint Committee will be free comprised of two (2) representatives selected by the Company and two (2) representatives selected by the Union. Where the complainant is a women and the complaint involves sexual harassment or gender discrimination, the Joint Committee will include at least one woman. All complaints will be investigated promptly and the investigation shall be completed within fifteen (15) working days from the date the written complaint was submitted, unless an extension is mutually agreed by the parties. It will include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents will also be reviewed. To the fullest extent possible, the investigation, and any findings from the investigation will remain confidential. Resolution of Complaint 7.08 The Joint Committee will then complete the report on the findings of the investigation. A copy of the report will be forwarded to pursue all avenuesthe General Manager and the Union Chairperson. Within three (3) days the General Manager and the Union Chairperson will then attempt to agree on what action, if any, should be taken as a result of the complaint and the findings of the Joint Committee. The Union National Representative and/or Local Union President may be involved in these discussions. Any agreed action will then be implemented. If there is no agreement, the Company or Union reserves the right to take action as it deems appropriate, subject to the Collective Agreement. Every effort will be made to reach a resolution which is fair and consistent with the Company and National Union workplace discrimination and harassment policies. 7.09 The pursuit of frivolous allegations through this procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and may be the subject of disciplinary action by the Company. 7.10 All employees have the right to file a complaint with the Ontario Human Rights Tribunal and to seek redress under the Ontario Human Rights Code. 7.11 The Company will grant 2 Union Representatives a 3 day unpaid leave of absence to attend the Unifor Harassment Investigation Training Program. The Union will give the Company at least 14 days written notice of the leave request. This leave is applicable one time over the life of the Collective Agreement.

Workplace Harassment. 4.01 The employer Company and the CAW Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and expect those limitations as set out in the Federal Jurisdiction. The Company and the Union are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as 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 harassment. The workplace is defined as per the Human Rights Codeany company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: Unwelcome remarks, jokes, innuendoes, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry, ancestry Practical jokes, pushing, shoving, etc. which cause awkwardness or any other prohibited grounds embarrassment, Posting or circulation of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited grounds; • visual materials Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other gender, Unwanted physical conduct such as touching, patting, pinching, etc., Condescension or paternalism which undermines self respect, Backlash or retaliation for the lodging of the prohibited grounds; Properly a complaint or participation in an investigation Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassmentinhibit free speech or interfere with normal social relations. If an employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • . Request a stop of the unwanted behaviour; • Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person However, it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directly, or they may request fear reprisals from the assistance harasser, lack of a Union Representative support from their work group, or a representative of managementdisbelief by their supervisor or others. If the unwelcome behaviour was to continueIn this event, the victim may seek assistance by reporting the incident directly to any Union representative or Company Official. Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee will consult and advise the Employer Policy employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on harassment and the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be free forwarded to pursue all avenuesthe Human Resource Manager and the Chairperson. A formal investigation of the complaint will then begin. It may include interviewing the alleged witnesses and other persons named in the complaint. Any related documents may also be reviewed. The joint investigators will then complete the report on the findings of the investigation and a copy of the completed Incident Report will be forwarded to the Human Resource Manager and the Chairperson who will make a determination on an appropriate resolution. The Human Resource Manager and the Chairperson will attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and Union policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of Grievance Procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the Grievance Procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and as such complaints should not be pursued through both the Grievance Procedure and the Human Rights Complaint Procedure.

Workplace Harassment. 4.01 6.01 The employer Employer and the Union agree that there will not be discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any Employee because of her/his race, colour, marital status, creed, age, sexual orientation, disability, ethnic origin, citizenship, record of offences, family status, or gender, on account of religious or political affiliations, or because of her/his membership or activities or lack of membership or activities, in the Union. 6.02 The Employer and the CAW are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees Employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. harassment. 6.03 Harassment may take many forms: verbal, physical or physical, visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment arecover all potential incidents: • Remarksunwelcome remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship, ancestry citizenship or any other prohibited grounds of discrimination: • Displaying material that is racist, derogatory or objectionable in relation to any prohibited groundsancestry; • Refusal practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; • posting or circulation of offensive photos or visual materials, • refusal to work or converse or work cooperatively with an employee Employee because of their racial or ethnic background or any other gender; • unwanted physical conduct such as touching, patting, pinching, etc.; • condescension or patronizing which undermines self respect; • backlash or retaliation for the lodging of the prohibited grounds; Properly a complaint or participation in an investigation. 6.04 Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassment. inhibit free speech or interfere with normal social relations. 6.05 If an employee Employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • . It is advisable to document the events, complete with times, dates, location, witnesses and details. The incident should be brought to the attention of your Supervisor. 6.06 Upon receipt of a written complaint, the Supervisor contacted will investigate the complaint, decided on the measures and/or remedies if any, that may be necessary to resolve the issue and to provide a written response within ten (10) days of receipt of the complaint. Pending the determination of the complaint, the Employer may take interim measures to separate the parties concerned where possible, if deemed necessary by the Employer. 6.07 A bargaining unit Employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. The procedure in no way precludes the complainant’s right to seek action under the Ontario Human Rights Code. However, it is also understood that should some employees, both the subject of discrimination CAW and the Employer urge employees to use the internal mechanisms as outlined above before seeking alternative recourse. 6.08 Nothing in this Agreement precludes the Employer or harassment, be reluctant to confront their harasser directly, they may request an Employee from obtaining the assistance and/or cooperation of a Union Representative or a representative of management. If at any time in the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesproceedings.

Workplace Harassment. 4.01 6.01 The employer Employer and the CAW Union agree that there will not be discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any Employee because of her/his race, colour, marital status, creed, age, sexual orientation, disability, ethnic origin, citizenship, record of offences, family status, or gender, on account of religious or political affiliations, or because of her/his membership or activities or lack of membership or activities, in the Union. 6.02 The Employer and the UNIFOR are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees Employees are expected to treat others with courtesy and consideration and to discourage harassment as per the Human Rights Code. harassment. 6.03 Harassment may take many forms: verbal, physical or physical, visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents:  unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry;  practical jokes, ancestry pushing, shoving, etc. which cause awkwardness or any other prohibited grounds embarrassment;  posting or circulation of discrimination: • Displaying material that is racistoffensive photos or visual materials, derogatory  refusal to work or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee Employee because of their racial or ethnic background or any other gender;  unwanted physical conduct such as touching, patting, pinching, etc.;  condescension or patronizing which undermines self-respect;  backlash or retaliation for the lodging of the prohibited grounds; Properly a complaint or participation in an investigation. 6.04 Harassment is in no way to be construed as properly discharged supervisory responsibilities, responsibilities including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassment. inhibit free speech or interfere with normal social relations. 6.05 If an employee Employee believes she has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request . First, request a stop of the unwanted behaviour; • . Inform the individual(s) individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • . It is advisable to document the events, complete with times, dates, location, witnesses and details. The incident should be brought to the attention of your Supervisor. 6.06 Upon receipt of a written complaint, the Supervisor contacted will investigate the complaint, decided on the measures and/or remedies if any, that may be necessary to resolve the issue and to provide a written response within ten (10) days of receipt of the complaint. Pending the determination of the complaint, the Employer may take interim measures to separate the parties concerned where possible, if deemed necessary by the Employer. 6.07 A bargaining unit Employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. The procedure in no way precludes the complainant’s right to seek action under the Ontario Human Rights Code. However, it is also understood that should some employees, both the subject of discrimination UNIFOR and the Employer urge employees to use the internal mechanisms as outlined above before seeking alternative recourse. 6.08 Nothing in this Agreement precludes the Employer or harassment, be reluctant to confront their harasser directly, they may request an Employee from obtaining the assistance and/or cooperation of a Union Representative or a representative at any time in the proceedings. 6.09 The requirements of management. If the unwelcome behaviour was to continueOccupational Health and Safety Act, the employee will consult the Employer Policy on harassment and ▇▇▇▇ 168, will be free to pursue all avenuesadhered to.

Workplace Harassment. 4.01 The employer Hospital and the CAW 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 as per the Human Rights Code. Harassment may take many forms: verbalforms includingverbal, physical or physicalor visual. It may involve a threat, an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur in a variety of forms including inappropriate remarks, gestures, graphics or jokes. Some examples of harassment are: • RemarksObjectionable remarks, jokes, innuendos, gestures or taunting about innuendoesor tauntingabout a person in relation to his or her racial or ethnic backgroundsbackground, colour, colour place of birth, sexual orientationreligion, citizenship, ancestry or any other prohibited grounds of discrimination: • ; Displaying material that is racist, derogatory or objectionable in relation to any of the prohibited grounds; • Refusal Refusing to converse or work cooperatively co-operatively with an employee because of their racial or ethnic background or any other of the other prohibited grounds of discrimination; gestures, graphics or jokes, based on a person's sexual orientation or any other prohibited grounds; Properly , that cause embarrassment or discomfort. The parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, assignments and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassmentdiscipline. If an employee believes she that has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken undertaken. The employee should request the harasser to put a stop to it: • Request a stop of the unwanted behaviour; • Inform behaviour by informing the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • However, it is also understood that should some employees, . Should the subject of discrimination or harassment, be reluctant to confront their employee not feel comfortable addressing the harasser directly, they may request the assistance of the manager or a Union Representative or a representative of managementRepresentative. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy Hospital policy on harassment and will be free to pursue all avenuesavenues including the complaint investigation and resolution. The parties agree that an employee may have a representativeof the Union with them throughout the process, if requested.

Workplace Harassment. 4.01 The employer Employer and the CAW Union are committed to ensuring providing a work environment that is harassment free from harassmentworkplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably 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 harassment. The workplace is defined as per all areas of the Human Rights Codefacility. Harassment may take many forms: forms e.g. verbal, physical physical, or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including cover all potential incidents: • unwelcome remarks, gestures, graphics or jokes. Some examples of harassment are: • Remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgroundsbackground, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry • practical jokes, ancestry pushing, shoving, etc. which causes awkwardness or any other prohibited grounds embarrassment • posting or circulation of discrimination: offensive photos or visual materials • Displaying material that is racist, derogatory refusal to work or objectionable in relation to any prohibited grounds; • Refusal to converse or work cooperatively with an employee because • unwanted physical conduct such as touching, patting, pinching, etc. • condescension or paternalism which undermines self-respect • backlash or retaliation for the lodging of their racial a complaint or ethnic background or any other of the prohibited grounds; Properly participation in an investigation 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 or any conduct that does not undermine the dignity of the individual individual. Neither is in no way the policy meant to be construed as harassmentinhibit free speech or interfere with normal social relations. If an employee believes she she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific discrimination the following actions that may be taken to put taken: • request a stop to it: • Request a stop of the unwanted behaviour; behaviour • Inform inform the individual(s) that who is harassing or discriminating against you that the behaviour is unwanted or unwelcome • document the events, complete with times, dates, locations, witnesses and unwelcome; details • report the incident to the supervisor However, it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directlyharasser, or they may request fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance of a by reporting the incident directly to any Union Representative representative or a representative representation of management. If Upon receipt of a complaint, management will contact the unwelcome behaviour was CAW Representative to continueinitiate a joint investigation, or vice versa, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. Management will complete a report of the finds of the investigation. Both parties will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and to ensure the resolution is fair and consistent with the intent of the Employer and the CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the employee will consult complaint, if unresolved, may be inserted into Step 2 of the Employer Policy on harassment and will be free to pursue all avenuesgrievance procedure.

Workplace Harassment. 4.01 The employer and the CAW Unifor are committed to ensuring providing a work environment that is harassment-free from harassmentworkplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably 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 as per the Human Rights Codeharassment. Harassment may take many forms: verbal, physical or visual. It may involve a threat, threat or an implied threat or be perceived as a condition of employment. Words or actions that disparage or cause humiliation The following examples could be considered as harassment but are not meant to a person in relation to one of the prohibited grounds can occur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment arecover all potential incidents: • RemarksUnwelcome remarks, jokes, innuendos, gestures or taunting about a person in relation to his person’s body, disability, attire or her gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenshipcitizenship or ancestry; • Practical jokes, ancestry pushing, shoving, etc., which causes awkwardness or any other prohibited grounds embarrassment; • Posting or circulating of discrimination: • Displaying material that is racist, derogatory offensive photos or objectionable in relation to any prohibited groundsvisual materials; • Refusal to work or converse or work cooperatively with an employee because of their racial or ethnic background or any other gender, etc.; • Unwanted physical conduct such as touching, patting, pinching, etc.; • Backlash or retaliation for the lodging of a complaint with the prohibited grounds; Properly employer or the union, participation in an investigation. 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 or any conduct that does not undermine the dignity of the individual individual. Neither is in no way this policy meant to be construed as harassmentinhibit free speech nor interfere with normal social, employer/employee, or labour relations. Filing A Complaint If an employee believes she has been is being harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken in the following order, to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to the supervisor/committeeperson or other union representative. However, it is also understood that should some employees, the subject victims of discrimination or harassment, be harassment are reluctant to confront their harasser directlyharasser. In this event, they the victim may request seek assistance by reporting the assistance of a Union Representative incident directly to any union representative or a representative of management. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenues.

Workplace Harassment. 4.01 .01 The employer Employer and the CAW Union are committed to ensuring a work environment that is free from harassment. Harassment arassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to o be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as gender, disability, racedisability ace, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees mployees are expected to treat others with courtesy and consideration and to discourage harassment as per the harassment. ref. Ontario Human Rights Code, Sec. Harassment 10(1). arassment may take many forms: forms including verbal, physical or visual. It may involve a threat, an implied threat or be e perceived as a condition of employment. ▇▇▇▇▇▇▇ discharged supervisory responsibilities, including the delegation of work assignments and/or the ssessment of discipline that does not undermine the dignity of the individual is in no way to be construed as arassment. Words or actions that disparage or cause humiliation to a person in relation to one of the prohibited grounds can occur ccur in a variety of forms including remarks, gestures, graphics or jokes. Some examples of harassment are: • ) Remarks, jokesinnuendoes, innuendos, gestures or taunting about a person in relation to his or her racial or ethnic backgroundsbackground, colour, place lace of birth, sexual orientationreligion, citizenship, ancestry or any other prohibited grounds of discrimination: • ; ) Displaying material that is racist, derogatory or objectionable in relation to any of the prohibited grounds; • Refusal ) Refusing to converse or work cooperatively with an employee because of their racial or ethnic background or any of he other prohibited grounds of the discrimination; ) Insulting gestures, graphics or jokes, based on a person's sexual orientation or any other prohibited grounds; Properly discharged supervisory responsibilities, including the delegation of work assignments, and/or the assessment of discipline or any conduct that does not undermine the dignity of the individual is in no way to be construed as harassment. If f an employee believes she has they have been harassed and/or discriminated against on the basis of any prohibited ground round of discrimination, there are specific actions that may be taken undertaken. The employee should request the arasser to put a stop to it: • Request a stop of the unwanted behaviour; • Inform behaviour by informing the harassing individual(s) that is harassing or discriminating against you that the behaviour is unwanted and nd unwelcome; • However, it is also understood that should some employees, . Should the subject of discrimination or harassment, be reluctant to confront their employee not feel comfortable addressing the harasser directly, they may request the assistance ssistance of the manager or a Union Representative or a representative of managementrepresentative. If the unwelcome behaviour was to continue, the employee will consult the Employer Policy on harassment and will be free to pursue all avenuesavenues including the complaint nvestigation and resolution. he Parties agree that an employee may have a representative of the Union with them throughout the process, if equested. he Employer will advise the employee of their right to union representation.