Discrimination and Harassment Under the Human Rights Code Clause Samples

The "Discrimination and Harassment Under the Human Rights Code" clause establishes that all parties must comply with applicable human rights legislation, specifically prohibiting discrimination and harassment based on protected grounds such as race, gender, religion, or disability. In practice, this clause requires that the workplace or contractual environment remains free from behaviors or policies that could be considered discriminatory or harassing, and may outline procedures for reporting and addressing such incidents. Its core function is to ensure a safe, inclusive, and legally compliant environment by explicitly affirming the parties' obligations to uphold human rights standards and providing a mechanism to address violations.
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Discrimination and Harassment Under the Human Rights Code. The Union and the Employer will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity. Discrimination and harassment relate to any of the prohibited grounds contained in the B.C. Human Rights Act. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination or harassment because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, criminal or summary offence unrelated to their employment and membership or activity in the Union. Harassment does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours provided the acts are committed within the course of the employment relationship. This Article does not preclude an employee from filing a complaint under Section 8 of the B.C. Human Rights Act, however, an employee shall not be entitled to duplication of process. An employee making a complaint must choose to direct a complaint to either the B.C. Council of Human Rights or the process specified in Article 24.01 (c). In either event, a complaint of harassment or sexual harassment shall not form the basis of a grievance.
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Discrimination and Harassment Under the Human Rights Code. ‌ The Employer, in cooperation with the Union, will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity. Discrimination and harassment relates to any of the prohibited grounds contained in the BC Human Rights Code. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. Future Legislation‌ In the event that any future legislation renders null and void or materially alters any provision of this agreement, the remaining provisions shall remain in effect for the term of the agreement, and parties hereto shall negotiate a mutually agreeable provision to be substituted for the provision so rendered null and void or materially altered.
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Discrimination and Harassment Under the Human Rights Code. (a) Purpose The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity. Discrimination and harassment relates to any of the prohibited grounds contained in the Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination or harassment because of race; colour; ancestry; place of origin; religion; family status; marital status; physical disability; mental disability; sex; age; sexual orientation; political beliefs; and criminal or summary offense unrelated to their employment. Harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This Clause does not preclude an employee from filing a complaint under Section 8 of the Human Rights Code; however, an employee shall not be entitled to duplication of process. An employee making a complaint of harassment must choose to direct a complaint to either the BC Council of Human Rights or to the process specified in the Harassment Policy and Procedures. In either event a complaint of harassment shall not form the basis of a grievance. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8. (b) Sexual Harassment Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Examples of sexual harassment include but are not limited to: - a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits - sexual advances with actual or implied work related consequences - unwelcome remarks, questions, jokes or innuendo of a sexual nat...
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Discrimination and Harassment Under the Human Rights Code. ‌ (a) The Union and the Employer will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity. Discrimination and harassment relate to any of the prohibited grounds contained in the B.C. Human Rights Act. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context.
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Discrimination and Harassment Under the Human Rights Code. The Employer, in cooperation with the Union, will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity. Discrimination and harassment relates to any of the prohibited grounds contained in the BC Human Rights Code. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship.
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Discrimination and Harassment Under the Human Rights Code 
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Related to Discrimination and Harassment Under the Human Rights Code

  • Discrimination and Harassment ‌ All employees have the right to work in an environment free from all forms of harassment, including sexual harassment. Discrimination is perceived or actual behaviour and includes sexual harassment as a type of discrimination which, generally, is: a) Discriminatory in nature based on race, colour, age, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, Union or association membership, or because that person has been charged or convicted of a criminal offence that is unrelated to the position; and/or, b) Objectionable because the person committing such behaviour knows or ought to reasonably know that the behaviour creates an environment which is not conducive to work. For the purposes of paragraph 2.09 (b), objectionable behaviour includes, but is not limited to: i) Verbal abuse or threats; ii) Offensive remarks, jokes, innuendoes, or taunting; iii) Display of pornographic, racist, or other offensive or derogatory material; iv) Persistent unwelcome invitations or requests whether direct or indirect; v) Unwelcome physical contact such as touching, patting, pinching or punching; and, vi) Leering, badgering, or intimidating actions. Sexual Harassment is defined as unwelcome sexual advances, request for sexual favours, and other verbal, written, or physical conduct of a sexual nature when: vii) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; viii) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; ix) Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

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

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • 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 ▇▇▇ ▇▇▇▇ in the performance of this Agreement as if the Recipient were a public body (as defined in the Human Rights Act 1998). 14.2 The Recipient shall undertake, or refrain from undertaking, such acts as the Funder requests so as to enable the Funder to comply with its obligations under the Human Rights ▇▇▇ ▇▇▇▇.

  • Civil Rights A. ▇▇▇▇▇▇▇ agrees to comply with state and federal anti-discrimination laws, including: i. Title VI of the Civil Rights Act of 1964 (42 U.S.C. §2000d et seq.); ii. Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. §794); iii. Americans with Disabilities Act of 1990 (42 U.S.C. §12101 et seq.);