Bullying and Personal Harassment. In accordance with the University’s “Statement on Harass- ment and Violence in the Workplace”, the University will provide an environment where members of the bargaining unit are not subjected to bullying and personal harassment. In assessing whether bullying and personal harassment may have occurred, the definitions and standards set out in the University’s “Statement on Harassment and Violence in the Workplace”, although this statement does not form part of the collective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. An employee may file a grievance alleging a course of con- duct amounting to bullying and personal harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome, or if, after 45 working days have elapsed from the date the written complaint was brought to the attention of the University, identifying the conduct alleged to consti- tute bullying and personal harassment, and the University has not provided the employee with a response to the complaint. Such grievance will be filed at Step Two of the grievance pro- cedure. If not resolved at Step Two, mediation or facilitation with an agreed-upon mediator or facilitator must occur before arbitration takes place. The mediation or facilitation will be confidential and without prejudice to the rights of either party. During any internal steps taken to resolve the situation, em- ployees shall have the right to be accompanied by a Union representative.
Bullying and Personal Harassment. 4.05 (a) The University will provide an environment where members of the bargaining unit are not subjected to bullying and personal harassment. Bullying and personal harassment are defined as a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.
Bullying and Personal Harassment. 5:02 The University will provide an environment where members of the bargaining unit are not subjected to bullying and personal harassment. In assessing whether bullying and personal harassment may have occurred, the definitions and standards set out in the University’s Civility Guidelines, although they do not form part of the collective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. An employee may file a grievance alleging a course of conduct amounting to bullying and personal harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome. Such grievance will be filed at step 3 of the grievance procedure. If not resolved at Step 3, mediation or facilitation before an agreed-upon mediator or facilitator must occur before arbitration takes place. The mediation or facilitation will be confidential and without prejudice to the rights of either party. During any internal steps taken to resolve the situation, employees shall have the right to be accompanied by a Union representative.
Bullying and Personal Harassment. The Employer and the Union recognize the right of employees to work in an environment free from bullying and personal harassment. The Employer shall take such actions as are necessary to protect employees from bullying and personal harassment and agree that employees who engage in bullying and personal harassment may be disciplined.
Bullying and Personal Harassment. In recognition of the Employer’s and the Union’s shared commitment to the rights and dignity of all people, and their shared commitment to create a work environment of mutual respect, management employees and bargaining unit employees agree that bullying behavior exhibited by any employee(s) against (an)other employee(s) is unacceptable and should not be tolerated. This Article is included in this Agreement to clearly articulate the values of the Employer, the Union and ACLU of Maine employees. Bullying: Bullying includes any inappropriate conduct or comment towards an individual that the person knew, or a reasonable person should have known, would cause that individual to be humiliated or intimidated. Supervisors and/or Managers, and Directors, who receive complaints or have actual knowledge, shall promptly investigate and in coordination with the Executive Director or their designee and shall take appropriate prompt remedial steps to respond to interpersonal misconduct or allegations of bullying or harassment. The Employer and Union agree victims of bullying or harassment can be reluctant to confront their harasser or bully. It is further agreed that they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. Therefore, it is agreed that the victim may seek assistance by reporting the incident directly to any manager or any Union member and will not be required to speak directly to the harasser or bully. Management will act upon the complaint without delay. Union Representation will not be denied if requested. There will be no retaliation or other adverse action taken by any party against an individual who makes a good-faith complaint, reports an incident of bullying or harassment, or who in good faith provides information in the course of the investigation of such a complaint or report. Both parties agree to encourage any employee who believes they have been subject to bullying or harassment in violation of this Article to utilize the internal review procedure established by ACLU of Maine. A bargaining unit employee may have Union assistance to help file and process such a complaint. If a bargaining unit employee chooses to utilize the internal review procedure, they shall not waive their right to use the grievance procedure and shall have the option of filing a grievance starting at Level Two within ten (10) calendar days of the decision resulting from the internal review procedure. This provision shall n...
Bullying and Personal Harassment. The University and the Union are committed to an environment where all members of the community are free from bullying and personal harassment. In assessing whether bullying and personal harassment may have occurred, the definitions and standards set out in the University’s Workplace Civility and Respect Policy and the Guide to Civility, although not forming part of the collective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. A bargaining unit member may file a grievance alleging a course of conduct amounting to bullying and personal harassment if, after the University has exhausted any applicable internal steps to respond to the situation, the employee is dissatisfied with the outcome or if the University has not provided the employee with a satisfactory response to the complaint within a reasonable time period from the date the written complaint was received.
