Common use of Bullying and Personal Harassment Clause in Contracts

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. In accordance with the University’s 's “Statement on Harass- ment Harassment 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 '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 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, 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 constitute 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- cedureprocedure. If not resolved at Step Two, mediation or facilitation with an agreed-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 employees shall have the right to be accompanied by a Union representative.

Bullying and Personal Harassment. In accordance with the University’s “Statement on Harass- ment Harassment 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 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, 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 constitute 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- cedureprocedure. If not resolved at Step Two, mediation or facilitation with an agreed-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 employees shall have the right to be accompanied by a Union representative.

Bullying and Personal Harassment. 4.01 In accordance with the University’s “Statement on Harass- ment Harassment and Violence in the Workplace”, the University will provide is committed to providing an environment where members of the bargaining unit all employees are not subjected to bullying and personal harassment. In assessing whether bullying and personal harassment harass‑ ment 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 pursu‑ ant to this section. An employee may file a grievance alleging a course of con- duct 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, 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 2 of the grievance pro- cedureprocedure. If not resolved at Step Two2, mediation or facilitation with be‑ fore an agreed-upon 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 employees shall have the right to be accompanied by a Union representative.. SEXUAL HARASSMENT

Bullying and Personal Harassment. In accordance with the University’s “Statement on Harass- ment and Violence in the Workplace”, the 3:06 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”Civility Guidelines, although this statement does 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 con- duct 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, 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 constitute 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 step 3 of the grievance pro- cedureprocedure. If not resolved at Step Two3, the parties may agree to mediation or facilitation with 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, em- ployees employees shall have the right to be accompanied by a Union representative.

Bullying and Personal Harassment. 4.01 In accordance with the University’s “Statement on Harass- ment Harassment and Violence in the Workplace”, the University will provide is committed to providing an environment where members of the bargaining unit all employees are not subjected to bullying and personal harassment. In assessing whether bullying and personal harassment harass‑ ment 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 pursu‑ ant to this section. An employee may file a grievance alleging a course of con- duct 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, 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 2 of the grievance pro- cedureprocedure. If not resolved at Step Two2, mediation or facilitation with be‑ fore an agreed-upon 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 employees shall have the right to be accompanied by a Union representative.. sexUal Harassment

Bullying and Personal Harassment. In accordance with the University’s “Statement on Harass- ment and Violence in the Workplace”, the 5:04 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 Human Resources Guidelines on Harassment and Violence in the Workplace”, Civil Conduct although this statement does they do not form part of the collective agreement, shall be considered, including by an arbitrator in any arbitration pursuant to this section. The University will notify the Union when any substantive changes are made to the Human Resources Guidelines on Civil Conduct and at the request of the Union will meet to discuss such changes. An employee may file a grievance alleging a course of con- duct 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, 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 constitute 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 step 3 of the grievance pro- cedureprocedure. If not resolved at Step Two3, the parties may agree to mediation or facilitation with before an agreed-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 employees shall have the right to be accompanied by a Union representative.. Sexual Harassment