Joint Anti-Harassment Policy. During the current negotiations, the parties discussed the importance of human rights issues in the workplace. The parties have committed to implementing the following process for the employees of Firan Technology Group, Circuits Division, Toronto. The Employer, Unifor and Unifor Local 40, are committed to provide a harassment free workplace. Achieving an environment where all employees can interact with each other in an atmosphere of mutual respect for each other’s human rights is the primary goal of this policy. Workplace Harassment/Policy and the Procedure Defined This policy and procedure outlines the commitment of the Employer, Unifor, and Unifor Local 40, to ensure a harassment free workplace as required under applicable human rights legislation and will act as a guide to employees in adhering to legal guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is behaviour at this facility. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Workplace Harassment Defined 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 set out in the applicable human rights legislation, such as: gender, disability, race, colour, and sexual orientation. Within the workplace, all employees are expected to be mindful of their obligations in this regard. Workplace harassment includes, but is not limited to, the following examples: • Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, gender, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. • Displaying visuals of sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti or simulation of body parts. • Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting or pinching. • Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. • Refusing to work or share facilities with another employee because of the other’s gender, disability, sexual orientation, racial, religious or ethnic background. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Oblig...
Joint Anti-Harassment Policy. During the current negotiations the parties discussed Human Rights issues in the workplace. The parties have committed to implementing the procedure for the benefit of Xxxx employees. In addition, the parties agreed to outline the procedure within the context of this Appendix. Xxxx Canada Corporation and UNIFOR are committed to providing a harassment free workplace. Providing fair and equitable treatment for all employees is best achieved in an environment where all individuals interact with mutual respect for each other’s rights.
Joint Anti-Harassment Policy. St. Mary’s General Hospital (SMGH) and the CAW and Local 302 (the “Union”) are committed to providing a harassment free workplace. Providing fair and equitable treatment for all employees is best achieved in an environment where all individuals interact with mutual respect for each others' rights.
Joint Anti-Harassment Policy. Xxxx’s General Hospital and the CAW and Local (the “Union”) are committed to providing a harassment free workplace. Providing fair and equitable treatment for all employees best achieved in an environment where all individuals interact with mutual respect for each others’ rights.
