Workplace Violence and Harassment. REFERENCE GOVERNOR’S EXECUTIVE ORDERS. The Center shall endeavor to provide a safe work environment, free from violence and harassment for all employees and will comply with governor Executive Order No. 01.01.1998.25.
Workplace Violence and Harassment. The Union and the Company shall undertake not to discriminate against any member employed by the Corporation and to promote the right to freedom from harassment in the work place in accordance with the Ontario Human Rights Code. Any complaint or violation will be dealt with in an expedient manner. The Union and the Corporation are committed to providing a safe and secure work environment free from violence, threats, or perceived threats, intimidation and verbal, physical or sexual harassment. Any complaint related to safety and security of any member in the bargaining unit will be addressed expeditiously. Accordingly, the Corporation agrees to post a statement of this commitment to this principle at all work locations.
Workplace Violence and Harassment. 8.6 The Employer shall make reasonable provisions to ensure that employees are free from violence and harassment as defined by the Occupational Health and Safety Act and the Employer’s policies in respect thereof. The Employer and the Union shall cooperate to the fullest extent possible to ensure the workplace is free from violence and harassment.
Workplace Violence and Harassment. The parties acknowledge that Workplace Violence and Harassment are unacceptable in the work place and should in no way be tolerated. The parties further agree to work cooperatively towards the promotion of the safety and security for all employees, residents and visitors. For the purpose of this XXX, the parties agree that workplace violence included • The use or attempt to use physical force by a person against a worker, in a workplace, that causes or could cause physical injury, • Any action or statement which can be reasonably interpreted as a threat to use physical force against the worker, in a workplace, that could cause physical injury. The parties acknowledge that appropriate measures to address violence in the workplace may include, among other measures,
Workplace Violence and Harassment. The Union and the Board recognize the right of the employees to work in an environment free from workplace violence and harassment as defined in the Occupational Health and Safety Act (OHSA), and the Board recognizes its responsibility to maintain a discrimination-free work place.
Workplace Violence and Harassment. While recognizing the Employer’s legal responsibility to ensure that service needs are met, the Employer also recognizes that the safety of its employees is of primary importance. The Employer shall initiate measures in order to reduce the potential for experiencing workplace violence or harassment within the workplace. For the purpose of this article workplace violence means the attempted, threatened or actual conduct of a client that causes or is likely to cause injury, and includes but is not limited to: • any threatening statement or behaviour that gives a worker reasonable cause to believe that individuals are at risk of injury. • The application of force • Threats with or without weapons • Verbal abuse and harassment, which may include psychological harassment, bullying, and harassment on one or more of the prohibited grounds contained in the Ontario Human Rights Code.
Workplace Violence and Harassment. The Employer complies with all applicable laws (including Section 32 of the Ontario Occupational Health and Safety Act, O.R. 1990, chapter O.1) regarding workplace violence and harassment.
Workplace Violence and Harassment. In accordance with the requirements of the Occupational Health and Safety Act, and Xxxx 168, the Employer shall ensure that the applicable measures and procedures prescribed in the Act are carried out in the workplace.
Workplace Violence and Harassment. The Union and the Corporation recognize that workplace violence and harassment is unacceptable. Both parties are committed to the prevention and elimination of harassment. Workplace violence and harassment is as defined in Xxxx 168.
Workplace Violence and Harassment. The Company recognizes the potential for workplace harassment and is committed to working with its employees to provide a safe work environment. Workplace violence and harassment will not be tolerated on Company premises, or while an employee is conducting Company business at other locations. Any act of violence or harassment committed by or against any employee is unacceptable and will be subject to disciplinary actions and legal actions. Harassment includes but is not limited to: • Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. • Essentially, any comment or action of a racial, religious, ethnic, sexual or otherwise discriminatory nature that negatively affects the performance of the other worker or that undermines the worker’s sense of personal identity may constitute harassment. The Company will make every reasonable effort to ensure that no employee is subjected to any form of harassment. No employee, supervisor or member of management shall permit or facilitate any form of harassment. It is the responsibility of all managers and supervisors to ensure that no harassment goes unchallenged in the workplace. All complaints will be investigated and addressed in a timely manner. The Company recognizes the sensitive nature of harassment and will keep all complaints confidential to the extent possible. All persons involved in the investigation are expected to treat all discussions as confidential. Role of Managers Company Supervisors have the responsibility of ensuring that sexual and/or personal harassment does not go unchallenged in the workplace. To this end: Unifor Local 1285 and Xxxxxx Xxxxxx, Warehouse and Transportation and Office: • Each Company manager has an affirmative duty to maintain his or her workplace free from harassment and discrimination: • Each Supervisor shall discuss this policy with all employees and assure them that they are not required to endure insulting, degrading, or exploitative treatment; • No Supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely affect the employee’s employment, evaluation, wages, advancement, assigned duties, conditions of employment, or career development. • No Supervisor will tolerate the existence of conditions of any form of harassment or discrimination in the Company operations under their control. How to React To Har...
