Harassment and Discrimination Sample Clauses
The Harassment and Discrimination clause establishes a clear prohibition against any form of harassment or discriminatory behavior within the scope of the agreement or workplace. It typically outlines the types of conduct that are not tolerated, such as actions based on race, gender, religion, or other protected characteristics, and may describe procedures for reporting and addressing complaints. This clause serves to foster a safe and inclusive environment, ensuring all parties are aware of their rights and responsibilities, and helps prevent legal disputes related to inappropriate conduct.
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Harassment and Discrimination. Both the Employer and the Union endorse the principles outlined under the B.C.
Harassment and Discrimination. (a) All employees have the right to work in an environment free from harassment, including sexual harassment, and discrimination.
Harassment and Discrimination. The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:
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).
(b) Every person who is an employee has a right to freedom from harassment in the workplace because of sex by his or her employer or agent of the employer or by another employee". ref: Ontario Human Rights Code, Sec. 7
Harassment and Discrimination. Speaker/Performer agrees to comply with the University’s policy on harassment and discrimination, a copy of which is available at ▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇.▇▇▇/faculty-staff/human- resources/eoo.aspx and incorporated by reference. A copy of this policy may also be obtained by calling ▇▇▇- ▇▇▇-▇▇▇▇.
Harassment and Discrimination. The Employer and the Union recognize the rights of employees to work in an environment free from harassment, including sexual harassment, and discrimination. Where an employee alleges that harassment or discrimination has occurred on the job the employee shall have the right to grieve under the Collective Agreement. Where the Employer or the Union has received an allegation of harassment or discrimination, it will be investigated on a priority basis in accordance with the joint policy.
Harassment and Discrimination. (a) The Union and the Employer recognize the right of Employees to work and students to learn in an environment free of harassment and discrimination.
(b) The Parties agree that the policy and procedures respecting complaints of harassment and discrimination shall be those found in the "Harassment and Discrimination Policy and Procedures".
(c) The Harassment and Discrimination Policy and Procedures may be amended from time to time by mutual agreement of the Parties.
(d) The Employer undertakes to discipline an Employee who engages in conduct contrary to the provisions of the Harassment and Discrimination Policy.
(e) Notwithstanding Clause 16 of the "Harassment and Discrimination Policy and Procedures", it shall form part of the Collective Agreement and remain in effect for the duration of this Collective Agreement.
(f) Copies of the Harassment and Discrimination Policy and Procedures will be available to Employees on request at the offices of the Deans and Associate Deans.
Harassment and Discrimination. Harassment and discrimination should not be construed 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 on the grounds identified above. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
Harassment and Discrimination. 11.01 The Employer, Union and Employees are committed to having a safe and respectful workplace.
11.02 The Employer will not tolerate discrimination in employment on the basis of race, religious beliefs, colour, gender, physical disability, mental disability, age (18 years or more), ancestry, place of origin, marital status, source of income, family status, sexual orientation, gender identity or gender expression.
11.03 The Employer, Union and Employees are committed to having a workplace where workplace violence, sexual harassment and harassment are not tolerated.
11.04 In this collective agreement, harassment in the workplace is unwelcome verbal or physical conduct related to the grounds of discrimination noted above. It may be a pattern of such conduct. Harassment may cause embarrassment, humiliation and may interfere with a person's performance.
11.05 In this collective agreement, sexual harassment in the workplace is behaviour of a sexual nature which occurs from verbal or physical conduct without consent. It may be a pattern of such conduct. Sexual harassment may cause embarrassment, humiliation and may interfere with a person's performance.
11.06 An Employee who has a complaint of discrimination, harassment, sexual harassment or workplace violence has a responsibility to document the incident and advise the offender that their actions are unacceptable. It is imperative that the alleged offender be made aware that the behaviour or conduct is offensive, and be given the opportunity to cease such behaviour.
11.07 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident directly to their immediate supervisor, Department Head or the Chief Administrative Officer and an investigation will be conducted by the Employer. In the event the investigation supports the complaint, disciplinary action, up to and including discharge, may be taken by the Employer.
11.08 The Employer will not tolerate any form of retaliation against an Employee who, in good faith, makes a complaint of discrimination, harassment, sexual harassment or workplace violence. If an Employee acts in bad faith in making a complaint of discrimination, harassment, sexual harassment or workplace violence, disciplinary action may be taken against such Employee.
11.09 All complaints will be dealt with promptly and in a confidential manner. Investigations and corrective measures if necessary will be concluded within ninety (90) days f...
Harassment and Discrimination. Harassment and discrimination may be the subject of discipline in accordance with the University's Harassment and Discrimination Policy.