Common use of Prevention Clause in Contracts

Prevention. All those to whom the policy applies are obligated to follow policies and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts of the process. All those involved in a complaint will keep all information confidential except as necessary to investigate the complaint or take disciplinary action related to the complaint, or as required by law. The Employer shall not disclose more personal information than is reasonably necessary to protect the worker from physical injury. Any individual who becomes aware of an incident of harassment should not disclose the details of the incident to any third party except in accordance with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. Conflict of Interest The people involved in the harassment/or violence resolution process must be objective and free of conflict of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  file a harassment complaint  file a workplace violence incident report  participate or cooperate in an investigation  provide information relevant to the complaint  act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in an employer-led investigation. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been found to have harassed another person, will themselves be subject to a harassment investigation. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant will be subject to the same disciplinary process as that of a respondent. Remedies for the person falsely accused may include steps to restore lost reputation, and any of the remedies that are available in a case of harassment. Implementation The implementation steps will include:

Prevention. All those to whom the policy applies are obligated to follow policies and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts of the process. All those involved in a complaint will keep all information confidential except as necessary to investigate the complaint or take disciplinary action related to the complaint, or as required by law. The Employer shall not disclose more personal information than is reasonably necessary to protect the worker an employee from physical injury. Any individual who becomes aware of an incident of harassment violence should not disclose the details of the incident to any third party except in accordance with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. In compliance with the law, information obtained about an incident or complaint of workplace violence, including identifying information about any individuals involved, will not be disclosed unless the disclosure is necessary for the purposes of investigating or taking corrective action with respect to the incident or complaint, or is otherwise required by law. Conflict of Interest The people involved in the harassment/or violence resolution process must be objective and free of conflict conflicts of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  file a harassment complaint  • file a workplace violence incident report  complaint; • participate in or cooperate in with an investigation  investigation; • provide information relevant to the complaint  complaint; • act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in with an employer-led investigation. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been found to have harassed acted violently against another person, will themselves be subject to a harassment investigationdisciplinary action up to and including termination. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant will be subject to the same disciplinary process as that of a respondent. Remedies for the person falsely accused may include steps to restore lost reputation, and any of the remedies that are available in a case of harassment. Implementation The implementation steps will include:

Prevention. All those to whom the policy applies are obligated to follow policies and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Harassment by chapter activist, member or supporter of the Council, or a member of the general public Any employee that feels harassed by a chapter activist, member or supporter of the Council or a member of the general public should stop communications with the alleged harasser and report the incident to their supervisor. No employee will be forced to deal with an aggressive member of the public as part of their duties either by phone or in person. Time Limit There is no time limit for filing complaints; however, it is strongly advised that complaints be presented as soon as possible after the alleged harassment in order to facilitate the investigation process. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts of the process. All those involved in a complaint will keep all information confidential except as necessary to investigate the complaint or take disciplinary action related to the complaint, or as required by law. The Employer shall not disclose more personal information than is reasonably necessary to protect the worker employee from physical injury. Any individual who becomes aware of an incident of harassment should not disclose the details of the incident to any third party except in accordance with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. In compliance with the law, information obtained about an incident or complaint of workplace harassment, including identifying information about any individuals involved, will not be disclosed unless the disclosure is necessary for the purposes of investigating or taking corrective action with respect to the incident or complaint, or is otherwise required by law. Conflict of Interest The people involved in the harassment/or violence harassment resolution process must be objective and free of conflict conflicts of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  file a harassment complaint  file a workplace violence incident report  participate or cooperate in an investigation  provide information relevant to the complaint  act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in an employer-led investigation. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been found to have harassed another person, will themselves be subject to a harassment investigation. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant will be subject to the same disciplinary process as that of a respondent. Remedies for the person falsely accused may include steps to restore lost reputation, and any of the remedies that are available in a case of harassment. Implementation The implementation steps will include:.

Prevention. All those to whom the policy applies are obligated to follow policies and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts of the process. All those involved in a complaint will keep all information confidential except as necessary to investigate the complaint or take disciplinary action related to the complaint, or as required by law. The Employer shall not disclose more personal information than is reasonably necessary to protect the worker from physical injury. Any individual who becomes aware of an incident of harassment should not disclose the details of the incident to any third party except in accordance with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. Conflict of Interest The people involved in the harassment/or violence resolution process must be objective and free of conflict of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  file a harassment complaint  file a workplace violence incident report  participate or cooperate in an investigation  provide information relevant to the complaint  act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in an employer-led investigation. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been found to have harassed another person, will themselves be subject to a harassment investigation. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant will be subject to the same disciplinary process as that of a respondent. Remedies for the person falsely accused may include steps to restore lost reputation, and any of the remedies that are available in a case of harassment. Implementation The implementation steps will include:

Prevention. All those to whom the policy applies are obligated to follow policies and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts of the process. All those involved in a complaint will keep all information confidential except as necessary to investigate the complaint or take disciplinary action related to the complaint, or as required by law. The Employer shall not disclose more personal information than is reasonably necessary to protect the worker from physical injury. Any individual who becomes aware of an incident of harassment should not disclose the details of the incident to any third party except in accordance with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. Conflict of Interest The people involved in the harassment/or violence resolution process must be objective and free of conflict of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  • file a harassment complaint  • file a workplace violence incident report  • participate or cooperate in an investigation  • provide information relevant to the complaint  • act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in an employer-led investigation. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been found to have harassed another person, will themselves be subject to a harassment investigation. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant will be subject to the same disciplinary process as that of a respondent. Remedies for the person falsely accused may include steps to restore lost reputation, and any of the remedies that are available in a case of harassment. Implementation The implementation steps will include:

Prevention. All those to whom the This policy applies are obligated to follow policies all Employees, both in and procedures aimed at ensuring a positive work environment. There is a duty upon all to prevent harassment and violence by discouraging inappropriate activities and by reporting incidents as described in this policy. Confidentiality and Privacy Individual privacy and confidentiality are basic principles underlying all parts outside of the processBargaining Unit, recognizing that the alleged perpetrator or harasser, and the harassed, may represent any level of the organization. All those involved Harassment as defined is not limited to male-female, but also includes female-male, male-male and female-female incidents. Harassment need not be accompanied by threats or rewards to be termed such. Any Employee who feels their rights under this policy have been violated is encouraged to report the incident to their supervisor either verbally or in a complaint writing. The Employee may be accompanied by another person of their choice during this process if they deem this necessary. The supervisor will keep all information confidential except as necessary to investigate advise the Personnel/Human Resources Department of the complaint or take disciplinary action related to the complaint, or as required by lawand all pertinent information. The Employer and the Union shall not disclose more each appoint a designate to conduct a joint investigation and each designate must have experience and/or training concerning sexual and personal information than is reasonably necessary harassment. The joint investigation shall be a fact-finding investigation and the designates shall submit a report, detailing their findings and recommendations, to protect the worker Personnel/Human Resources Department and Union headquarters as soon as possible after the receipt of the complaint. Nevertheless management shall within thirty (30) days of receiving the report, give such orders as may be necessary. Management will take immediate action if necessary. Nothing shall preclude an Employee from physical injuryinvolving a Shop Xxxxxxx, outside official or a Union official at any stage of the investigation. Any individual who becomes aware In cases where sexual or personal harassment may result in the transfer of an incident of harassment should not disclose Employee it shall be the details of harasser who is transferred except that the incident to any third party except in accordance harassee may be transferred with this policy. Gossiping about an incident seriously undermines the privacy of all parties involved and will not be tolerated. Those with questions or concerns about an incident should speak to their immediate supervisor or Human Resources. Conflict of Interest The people involved in the harassment/or violence resolution process must be objective and free of conflict of interest. No Retaliation Every individual covered by this policy has a right to carry out any of the following actions without fear of retaliation. A person may  file a harassment complaint  file a workplace violence incident report  participate or cooperate in an investigation  provide information relevant to the complaint  act in any designated role under the policy and procedure. Retaliation is prohibited against anyone who, in good faith, reports a possible violation of the workplace violence and harassment policy or cooperated in an employer-led investigationconsent. Anyone who retaliates, directly or indirectly, in any way against a person who in good faith has complained of workplace harassment or workplace violence, participated in a workplace harassment or workplace violence investigation, or been is found to have sexually or personally harassed another person, will themselves be subject to a harassment investigation. Unsubstantiated Complaints If an individual, in good faith, files a workplace harassment or workplace violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed, and no record of it will be put in either the complainant’s or the respondent’s file. Malicious/Bad Faith Complaints If the complaint is made maliciously or in bad faith, the complainant Employee will be subject to discipline up to and including dismissal. The amount and form of the same disciplinary process as that discipline will depend upon the circumstances of a respondent. Remedies for the harassment, whether the person falsely accused may include steps recognizes the seriousness of his or her conduct and whether the person has previously been disciplined for such conduct. The Employer and the Union agree that extreme care will be taken to restore lost reputation, and any ensure that confidentiality will be respected throughout. Employees should be aware that provisions of the remedies that are available British Columbia Human Rights Code and the Canadian Human Rights Act provide for redress in a case of respect to sexual or personal harassment. Implementation The implementation steps will include:.