WORKPLACE HUMAN RIGHTS Sample Clauses

WORKPLACE HUMAN RIGHTS. The Employer and the Union recognize their respective obligations under the Human Rights Act and no form of discrimination under the Act will be tolerated in the workplace. Any complaint alleging discrimination shall be dealt with in accordance with appropriate policy and/or through the grievance procedure.
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WORKPLACE HUMAN RIGHTS. All personnel have the right to work in an environment free from discrimination and harassment as defined in the Human Resources Policy #2.03 - Workplace Human Rights and applicable legislation. Any complaint alleging discrimination and/or harassment will be dealt in accordance with Human Resources Policy #2.03 -Workplace Human Rights with Union representation and/or through the Grievance Procedure. Grievances will commence at the appropriate step as mutually agreed by the Parties. It is understood that, where a complaint has been filed with the Human Rights Commission and a grievance has been filed for the same issue, the Parties may agree to put the grievance on hold while the Human Rights complaint is adjudicated. The Employer agrees to provide the Union with any changes to this policy, thirty (30) calendar days prior to submission to the Senior Management Team, so as to provide the Union the opportunity to review and respond before any changes occur.
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WORKPLACE HUMAN RIGHTS. The Employer and the Union recognize their respective obligations under the Human Rights Act and no form of discrimination under the Act will be tolerated in the workplace. Any complaint alleging discrimination shall be dealt with at the employee’s choice either in accordance with appropriate policy or through the grievance procedure. If the employee also chooses to pursue the complaint through Human Rights, the grievance or policy process will be considered to be held in abeyance until the complaint process is concluded. President Principal APPROVED ON BEHALF OF THE GREATER VANCOUVER REGIONAL APPROVED ON BEHALF OF THE TEAMSTERS, LOCAL UNION NO. : SCHEDULE “ A CLASSES OF POSITIONS COVERED BY AGREEMENT BETWEEN THE GREATER VANCOUVER REGIONAL DISTRICT AND TEAMSTERS, LOCAL UNION NO. Effective O 1 IDecember Class No. Notes Class Title Accounting Clerk I Accounting Clerk Accounting Clerk Accounting Supervisor Accounts Payable Clerk Accounts Payable Supervisor Administrative Assistant Effective October II
Sample 1
WORKPLACE HUMAN RIGHTS. Consistent with the provisions of the Human Rights Act of British Columbia, the Employer and the Union recognize the right of Employees to work in an environment free from discrimination and harassment. Any complaint alleging discrimination shall be dealt with in accordance with appropriate policy and/or through the Grievance Procedure.
Sample 1
WORKPLACE HUMAN RIGHTS. The Employer and the Union recognize their respective obiigations under the BC Human Rights Code and no form of discrimination under the Code will be tolerated in the workplace. Any complaint alleging discrimination sball be dealt with in accordance with appropriate policy and/or through the grievance procedure.
Sample 1

Related to WORKPLACE HUMAN RIGHTS

  • Human Rights 14.1 The Recipient shall (and shall use its reasonable endeavours to procure that its staff shall) at all times comply with the provisions of the Human Rights Xxx 0000 in the performance of this Agreement as if the Recipient were a public body (as defined in the Human Rights Act 1998).

  • 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.

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks.

  • WORKPLACE HEALTH AND SAFETY The parties to this Agreement are committed to providing a safe and healthy workplace and work practices. The parties recognise that illness or injury at the workplace is costly to the employer and the employees and also disruptive to the respective parties. To facilitate healthy and safe work practices, the parties to the Agreement are committed to discussing health and safety issues as they apply to the operations of the employer as part of the consultative measures under this Agreement. The employer and employees under this agreement may refer to their respective industrial representatives for appropriate advice or expertise in enhancing performance with due regard to health and safety initiatives. The parties also recognise the importance of conducting regular audits of the employer's operations, policies and procedures including the employees' skills, knowledge, qualifications and application of healthy and safe work practices.

  • Human Rights Code The parties hereto subscribe to the principles of the Human Rights Code of British Columbia.

  • Human Rights Act The Parties hereto subscribe to the principles of the Human Rights Act of British Columbia.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • WORKPLACE SAFETY AND INSURANCE BENEFITS 25.01 An employee who sustains an injury or disease arising out of and in the course of his/her duties is covered by the Workplace Safety and Insurance Act, 1997, S.O. 1997, as amended.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

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