Sexual Harassment and Personal Harassment Sample Clauses

Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment as defined by the protected characteristics set out in Article 2.04 shall be considered as discrimination and a matter for grievance and arbitration. Such grievances may be filed by the aggrieved Employee and/or the Union at Step 3 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment may be a matter for grievance and arbitration. Such grievances may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Complaints of sexual harassment and personal harassment may be filed by the aggrieved employee and/or the Union as per the grievance procedure and shall be treated in strict confidence by both the Union and the Employer. Where the complaint involves the employee’s immediate supervisor, the grievance may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure.
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Sexual Harassment and Personal Harassment. The Employer agrees to implement a policy and procedure to deal with reported occurrences of personal and sexual harassment of Employees. Matters of personal and sexual harassment shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. The Board agrees that an employee has the right to work in an environment free of sexual and personal harassment. A claim of sexual or personal harassment shall be considered as a grievance. For the purpose of this Article, personal harassment will be defined as repeated intentional, unconstructive comments or actions which demean, belittle and humiliate a person, and includes threats or acts of direct physical violence. Sexual harassment is defined as:
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Sexual Harassment and Personal Harassment. The Union and the Board recognize the right of all employees to work in an environment free from sexual and personal harassment.
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Sexual Harassment and Personal Harassment. The Board acknowledges its obligation to ensure that employees work in an environment free from sexual and personal harassment.
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Related to Sexual Harassment and Personal Harassment

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.04. The Employer shall maintain a policy on workplace harassment.

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

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