Common use of NO DISCRIMINATION/HARASSMENT Clause in Contracts

NO DISCRIMINATION/HARASSMENT. CAMI and the Union agree that this Agreement shall be applied to all team members without discrimination, intimidation or harassment with respect to any team member by reason of any prohibited grounds under the Ontario Human Rights Code as well as Union membership or activity. CAMI and the Union are committed to the concept that it is essential to provide a work climate that treats the individual with dignity and respect, in an atmosphere free of intimidation and harassment. Harassment or discrimination may take many forms: verbal, physical, or visual. It may involve a threat or an implied threat, reprisal, or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • unwelcome remarks, jokes, innuendoes, gestures, teasing or taunting • practical jokes that cause awkwardness or embarrassment • posting or circulation of offensive photos or visual materials • refusal to work or converse with an employee because of any prohibited ground • unwanted physical contact such as touching, patting, pinching, etc. which cause awkwardness or embarrassment • unwelcome invitations or requests • condescension or paternalism which undermines self-respect • backlash or retaliation for the lodging of a complaint or participation in an investigation • inappropriate questioning or comments regarding the validity of a person’s disability or accommodation Harassment, whether or not it is based on a prohibited ground, and bullying of others are contrary to CAMI’s and the Union’s values and is prohibited by law. Every team member has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment and discrimination in the workplace, either as a participant or an observer. CAMI and the Union agree to deal effectively, quickly and fairly with any situation brought to their attention, involving team members who, in the course of their employment, claim harassment or discrimination.

NO DISCRIMINATION/HARASSMENT. CAMI and the Union agree that this Agreement shall be applied to all team members without discrimination, intimidation or harassment with respect to any team member by reason of any prohibited grounds under the Ontario Human Rights Code as well as Union membership or activity. CAMI and the Union are committed to the concept that it is essential to provide a work climate that treats the individual with dignity and respect, in an atmosphere free of intimidation and harassment. Harassment or discrimination may take many forms: verbal, physical, or visual. It may involve a threat or an implied threat, reprisal, or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • unwelcome remarks, jokes, innuendoes, gestures, teasing or taunting • practical jokes that cause awkwardness or embarrassment • posting or circulation of offensive photos or visual materials • refusal to work or converse with an employee because of any prohibited ground • unwanted physical contact such as touching, patting, pinching, etc. which cause awkwardness or embarrassment • unwelcome invitations or requests • condescension or paternalism which undermines self-respect • backlash or retaliation for the lodging of a complaint or participation in an investigation • inappropriate questioning or comments regarding the validity of a person’s disability or accommodation Harassment, whether or not it is based on a prohibited ground, and bullying of others are contrary to CAMIXXXX’s and the Union’s values and is prohibited by law. Every team member has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment and discrimination in the workplace, either as a participant or an observer. CAMI XXXX and the Union agree to deal effectively, quickly and fairly with any situation brought to their attention, involving team members who, in the course of their employment, claim harassment or discrimination.

NO DISCRIMINATION/HARASSMENT. CAMI The Employer and the Union agree recognize the dignity and worth of each individual and seek to create a climate of understanding and mutual support in the workplace. The parties also understand that inappropriate work related behaviour outside the workplace and/or outside working hours may constitute harassment under this Agreement Article. As stated in articles 2.4 and 3.4 of the Collective Agreement, there shall be applied to all team members without discriminationno discrimination in the matters of age, intimidation race, creed, colour, nationality, ancestry, place of origin, political or harassment with respect to any team member by reason of any prohibited grounds under the Ontario Human Rights Code as well as Union membership religious affiliation, gender, sexual orientation or activitymarital status. CAMI and the Union are committed to the concept that it is essential to provide a work climate that treats the individual with dignity and respect, in an atmosphere free of intimidation and harassment. Sexual Harassment or discrimination may take many forms: verbal, physical, or visual. It may involve a threat or an implied threat, reprisal, or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • unwelcome remarks, jokes, innuendoes, gestures, teasing or taunting • practical jokes that cause awkwardness or embarrassment • posting or circulation of offensive photos or visual materials • refusal to work or converse with an employee because of any prohibited ground • unwanted physical contact such as touching, patting, pinching, etc. which cause awkwardness or embarrassment • unwelcome invitations or requests • condescension or paternalism which undermines self-respect • backlash or retaliation for the lodging of a complaint or participation in an investigation • inappropriate questioning or comments regarding the validity of a person’s disability or accommodation Harassment, whether or not it is based on a prohibited ground, and bullying of others are contrary to CAMI’s and the Union’s values and is prohibited by law. Every team member has Employer recognizes the right of employees to work in an environment free of discrimination and from sexual harassment. This right includes Sexual harassment is unsolicited, one sided and coercive behaviour defined as: Any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation and which threatens an employee's well being. Such conduct can be expressed in a number of ways, such as: • unnecessary touching or patting • suggestive remarks or other verbal abuse • demands for sexual favors • leering and compromising invitations • physical assault • implied or actual threats to the responsibility victim or his/her job • unwanted attention of a sexually oriented nature • implied or expressed promise of reward for complying with a sexually oriented request • implied or expressed threat of reprisal or actual reprisal for refusing to eliminate comply with a sexually oriented request • sexually oriented remarks or behaviour which may reasonably be perceived to create a negative working environment. Personal Harassment Any discriminatory behaviour in the working environment which denies an individual his/her dignity or affects job security by creating an intimidating, offensive environment is considered personal harassment and discrimination will not be tolerated. Personal harassment is defined but not limited to: • ongoing condescending comments • repeated offensive gestures or comments • practical jokes which result in or cause embarrassment • abuse of authority which undermines performance An isolated insult or adverse comment does not constitute personal harassment. Normal exercise of supervisory responsibility including appropriate performance management, training and discipline DOES NOT constitute personal harassment. Complaint Procedure In the workplaceevent an employee is of the belief that he/she is a victim of sexual or personal harassment the employee is encouraged to: (a) Make your disapproval and/or unease known to the harasser and request all offensive behaviour stop; or (b) Discuss your concerns with an immediate supervisor; or (c) Seek advise from a union representative; or (d) Within 15 working days of the alleged offence, either initiate in writing, a formal complaint under this article. The employee may choose a Union Representative to assist through this process. Complaints shall be submitted to the Human Resources Manager.‌ (e) Pending the determination of the complaint the Human Resources Manager may take interim measures to separate the employees concerned where possible, if deemed necessary.‌ (f) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, appropriate action may be taken. Such action shall only be for just cause and may be dealt with pursuant to the provisions of the Collective Agreement.‌ (g) One or more of the following actions may apply as penalty for a participant or an observer. CAMI and the Union agree to deal effectively, quickly and fairly with any situation brought to their attention, involving team members who, in the course substantiated case of their employment, claim harassment or discriminationharassment.