Workplace Harassment and Discrimination Sample Clauses

Workplace Harassment and Discrimination. Integram Windsor Seating and the UNIFOR are committed to providing a harassment and discrimination-free workplace. 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 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. The workplace is defined as Integram Windsor Seating and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms, and parking lots. Harassment may take many forms: verbal, physical, or visual. It may involve a threat or an implied threat 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 or taunting about a person’s body, disability, attire, or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which causes awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching, etc. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment and Discrimination is not: Harassment and Discrimination should not be constructed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
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Workplace Harassment and Discrimination. 23.01 The Union and the Employer agree with and are committed to providing a work environment that is free from harassment. The parties agree to cooperate with each other in preventing and eliminating any form of behaviour which may undermine work relationships within the locations covered by this Collective Agreement.
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Workplace Harassment and Discrimination. 22.01 Human Rights and Harassment The Company and the Union agree that discrimination and/or harassment of any employee because of colour, race, creed, national origin, religion, age, marital status, sex, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment. Action contravening this policy will constitute grounds for discipline.
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Workplace Harassment and Discrimination. 5.01 (a) The Employer, the Union and the employees agree that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status, or disability as these terms are defined by the Ontario Human Rights Code.
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Workplace Harassment and Discrimination. The City does not tolerate harassment or discriminatory behavior toward any individual, including temporary agency workers, based on that individual’s race, color, religion, age, disability, national origin, sex, sexual orientation or any other protected basis. Complaints asserted by temporary agency workers relating to harassment, discrimination or retaliation will be communicated to the Contractor representative who will notify the HR Coordinator for appropriate action and/or investigation. The City will promptly notify the Contractor of any complaints against temporary agency workers and the results of the City’s investigation. The City reserves the right to discontinue the services of any worker found to have engaged in harassment, discrimination or retaliation.
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Workplace Harassment and Discrimination. 21.1 The parties agree that there shall be no discrimination in the workplace on the grounds of sex, marital status, religious, ethical or political belief or opinion, colour, race, ethnic origin, disability, age, sexual orientation or employment status as provided for in current legislation. The employer parties will not operate any policies or conduct that directly or indirectly discriminate against any person.
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Workplace Harassment and Discrimination. 33 22.01 Human Rights and Harassment 33 22.02 Sexual Harassment Definition 34 22.03 Procedure 34 22.04 Investigation in Confidence 34 22.05 Authority of Arbitrator 34 22.06 Effect of Transfer 34 22.07 Further Action not Prohibited 35 22.08 Women Working at Night 35 ARTICLE 23 GENERAL PROVISIONS 35 23.01 Working Conditions Maintained 35 23.02 Deductions and Assignments 35 23.03 No Authority Over Gratuity 35 23.04 Cash Float 36 23.05 Union House Card 36 23.06 Employee Attendance at Staff Meetings 36 23.07 Employee Responsibility to Maintain Current Address 37 23.08 Employees Required to Drive Zambonis 37 23.09 Liquor Consumption in the Dressing Room 37 23.10 Graveyard is Voluntary and Security for Graveyard Employees 37 23.11 Uniforms 37 ARTICLE 24 TECHNOLOGICAL CHANGE 37 24.01 Definition 37 24.02 Technological Change - Introduction. 38 24.03 Data to be Provided 38 24.04 Notice of Employees Affected 38 24.05 Consultation 39 24.06 Reduction In Number of Employees as a Result of Technological Change 39 24.07 Retraining 39 ARTICLE 25 COST OF LIVING ALLOWANCE 39 25.01 ........................................................................................................................................... 39 ARTICLE 26 RENEWAL AND TERMINATION 40 26.01 ........................................................................................................................................... 40 ARTICLE 27 NO STRIKES OR LOCKOUTS 41 27.01 ........................................................................................................................................... 41 ARTICLE 28 DEFINITIONS AND JOB DESCRIPTIONS 41 28.01 Time Span References 41 28.02 Job Descriptions 41 ARTICLE 29 COMMUNICATIONS COMMITTEE MEETINGS 41 29.01 ........................................................................................................................................... 41 WAGE INCREASES 43 WAGES 43 LETTER OF UNDERSTANDING #1 44 RE: - REIMBURSEMENT FOR REFRIGERATION OPERATOR’S COURSE 44 LETTER OF UNDERSTANDING #2 46 RE: - RECONSTRUCTION WORK 46 LETTER OF UNDERSTANDING #3 48 RE: - CLARIFICATION OF ARTICLES 48 LETTER OF UNDERSTANDING #4 52 RE: - FOUR AND FIVE HOUR SHIFTS AND THE APPLICATION OF ARTICLE 4 52 LETTER OF UNDERSTANDING #5 54 RE: - SOCIAL JUSTICE FUND 54
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Workplace Harassment and Discrimination. Harassment and discrimination are defined as a "course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome" that denies individual dignity and respect. At Xxxxx'x Taxi, all employees are expected to treat others with courtesy and consideration and to discourage harassment and discrimination. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Properly discharged supervisory responsibilities including disciplinary action or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Xxxxx'x Taxi employees are not considered harassment or discrimination. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in Xxxxx'x Taxi 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 causes awkwardness or embarrassment.  Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons 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.
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Workplace Harassment and Discrimination. 6.01 a) Local 1189 of the Amalgamated Transit Union and the Corporation of the City of Guelph are committed to providing all employees a working environment free from harassment and discrimination, which promotes respect and regard for the rights and dignity of all.
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Related to Workplace Harassment and Discrimination

  • 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).

  • 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 6.13 All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial Appointments legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • 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.

  • 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.

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