Common use of Harassment and Discrimination Clause in Contracts

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 from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheld.

Harassment and Discrimination. 11.01 14.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 14.02 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, status or sexual orientation, gender identity or gender expression. The foregoing is subject to bona-fide occupational requirements. 11.03 14.03 The Employer, Union and Employees are committed to having a workplace where workplace violence, sexual harassment and harassment are not tolerated. 11.04 14.04 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 14.05 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 14.06 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 his or her 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 14.07 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident directly to their his or her 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. The Employer shall advise the complainant of the outcome of the investigation. 11.08 14.08 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 14.09 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 from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheld.

Harassment and Discrimination. 11.01 The Employer, Union and Employees are A. Dayton Metro Library is committed to having providing a safe work environment that is free from discrimination and respectful workplace. 11.02 The Employer will not tolerate discrimination in employment harassment based on the basis of an individual’s sex, race, religious beliefs, colour, gender, physical disability, mental disability, age (18 years or more)age, ancestry, place of national origin, marital statusreligion, source of income, family statusdisability, sexual orientation, gender identity or gender expressionany other protected characteristic. The Library will not tolerate an environment that creates a hostile work place through unwelcome sexual advances or other improper harassment or discrimination based on an individual’s protected status. Anyone engaging in harassment or discrimination may be subject to disciplinary action up to and including termination of employment. 11.03 The EmployerB. Specifically, Union and Employees are committed to having a workplace where workplace violenceno employee, male or female, shall harass another employee by making unwelcome sexual harassment and harassment are not tolerated. 11.04 In this collective agreementadvances, harassment in the workplace is unwelcome or favors, or other 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 a condition of an employee's employment. Nor shall an employee's submission or physical conduct without consent. It may be a pattern rejection of such conductconduct be used as the basis for any adverse employment action. Sexual harassment The creation of an intimidating, hostile, or offensive working environment may cause embarrassmentinclude such actions as persistent comments regarding an employee's sexual preferences or the display of obscene or sexually oriented photographs, humiliation and posters, drawings, cartoons, epithets, greeting cards, articles of clothing or other written works. The creation of an intimidating, hostile or offensive working environment may interfere with a person's performancealso result from actions, statements or other conduct that relate to an individual’s protected status. 11.06 An Employee who has a complaint C. Employees may report any incidents of sexual or other improper harassment or discrimination, harassmentwhether by another employee, sexual harassment a manager, or workplace violence has a responsibility vendor 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 offendermanager, the Employee will report the incident directly to their immediate supervisor, Department Head Human Resources Director or the Chief Administrative Officer and an Executive Director. A thorough investigation will be conducted by completed. Confidentiality will be maintained to the Employer. In the event extent possible as to not hamper the investigation supports the complaintprocess. No reprisal, disciplinary action, up to and including discharge, may retaliation or other adverse action will be taken by the Employer. 11.08 The Employer will not tolerate any form of retaliation against an Employee who, employee who in good faith, makes a complaint of discrimination, harassment, sexual faith reports any improper harassment or workplace violencediscrimination or assists in the investigation of such matter. If an Employee acts employee feels that he/she has been falsely accused of misconduct, he or she must come forward to explain the situation in bad faith in making a complaint of discrimination, harassment, sexual harassment or workplace violence, disciplinary action may be taken against such Employeewriting. 11.09 All D. Bargaining unit members bringing complaints will of unlawful harassment shall have the right to Union representation. E. It is the responsibility of the Board and the Union that the provisions of this Agreement shall be dealt with promptly applied equally and in a confidential mannernon-discriminatory manner without regard to any protected characteristic. Investigations and corrective measures if necessary will be concluded within ninety The Library or the Union shall not interfere with, intimidate, retaliate against or coerce any bargaining unit member because he/she exercises his/her rights under this Agreement or because of his/her membership or non-membership in the Union. F. Discrimination grievances can commence at Step Two (902) days from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheldgrievance procedure.

Harassment and Discrimination. 11.01 14.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 14.02 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, status or sexual orientation, gender identity or gender expression. 11.03 14.03 The Employer, Union and Employees are committed to having a workplace where workplacewhere workplace violence, sexual harassment and harassment are not tolerated. 11.04 14.04 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 my cause embarrassment, humiliation and may interfere with a person's performance. 11.05 14.05 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 14.06 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 his or her 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 14.07 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident directly to their his or her 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 14.08 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 14.09 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 from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheld.

Harassment and Discrimination. 11.01 14.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 14.02 The Employer will not tolerate discrimination in employment on the basis of race, religious beliefs, colour, gender, gender expression, gender identity, physical disability, mental disability, age (18 years or more), ancestry, place of origin, marital status, source of income, family status, status or sexual orientation. It is not discrimination if there is a bona-fide occupational requirement or when there is any policy, gender identity program or gender expressionactivity whose objective is to improve conditions related to disadvantaged persons. The other exemptions for discrimination in the Alberta Human Rights Act apply. 11.03 14.03 The Employer, Union and Employees are committed to having a workplace where workplace violence, sexual harassment and harassment are not tolerated. 11.04 14.04 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 14.05 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 14.06 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 his or her 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 14.07 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident directly to their his or her 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. The Employer shall advise the complainant of the outcome of the investigation. 11.08 14.08 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 14.09 All complaints will be dealt with promptly and in a confidential manner. Investigations . 14.10 Consideration is given to the context of an incident related to a respectful workplace, harassment, sexual harassment and corrective measures if necessary will be concluded within ninety (90) days from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheldworkplace violence.

Harassment and Discrimination. 11.01 56.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 workplace where workplace violence, sexual harassment and harassment are not tolerated. 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. All employees will be required to participate in the appropriate training. 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 56.02 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 56.03 In this collective agreement, sexual harassment in the workplace is unwelcome behaviour of a sexual nature which occurs from electronic communication, verbal or physical conduct without consentconduct. It may be a pattern of such conduct. Sexual harassment may cause embarrassment, humiliation and may interfere with a person's performance. 11.06 56.04 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 important 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 56.05 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident may file a complaint directly to their immediate supervisor, Department Head or the Chief Administrative Officer Human Resources department 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 56.06 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 56.07 All complaints will be dealt with promptly and in a an appropriately confidential manner. 56.08 Notwithstanding Clause 20.06 disciplinary action arising from Article 56 would be kept on file for a period of thirty six (36) months. Investigations and corrective measures if necessary will Any disciplinary action arising from a harassment investigation may be concluded within ninety (90) days from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheldgrieved under Article 21.

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 his or her 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 his or her 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 from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheld.

Harassment and Discrimination. 11.01 56.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 workplace where workplace violence, sexual harassment and harassment are not tolerated. 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. All employees will be required to participate in the appropriate training. 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 56.02 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 56.03 In this collective agreement, sexual harassment in the workplace is unwelcome behaviour of a sexual nature which occurs from electronic communication, verbal or physical conduct without consentconduct. It may be a pattern of such conduct. Sexual harassment may cause embarrassment, humiliation and may interfere with a person's performance. 11.06 56.04 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 his or her actions are unacceptable. It is imperative important 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 56.05 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident may file a complaint directly to their his or her immediate supervisor, Department Head or the Chief Administrative Officer Human Resources department 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 56.06 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 56.07 All complaints will be dealt with promptly and in a an appropriately confidential manner. Investigations and corrective measures if necessary will 56.08 Notwithstanding Clause 20.06 disciplinary action arising from Article 56 would be concluded within ninety kept on file for a period of thirty six (9036) days months. Any disciplinary action arising from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not a harassment investigation may be unreasonably withheldgrieved under Article 21.

Harassment and Discrimination. 11.01 56.01 The Employer, Union and Employees are committed to having a safe and respectful workplace. 11.02 workplace where workplace violence, sexual harassment and harassment are not tolerated. 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. All employees will be required to participate in the appropriate training. 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 56.02 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 56.03 In this collective agreement, sexual harassment in the workplace is unwelcome behaviour of a sexual nature which occurs from electronic communication, verbal or physical conduct without consentconduct. It may be a pattern of such conduct. Sexual harassment may cause embarrassment, humiliation and may interfere with a person's performance. 11.06 56.04 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 his or her actions are unacceptable. It is imperative important 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 56.05 If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee will report the incident may file a complaint directly to their his or her immediate supervisor, Department Head or the Chief Administrative Officer Human Resources department 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 56.06 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 56.07 All complaints will be dealt with promptly and in a an appropriately confidential manner. 56.08 Notwithstanding Clause 20.06 disciplinary action arising from Article 56 would be kept on file for a period of thirty-six (36) months. Investigations and corrective measures if necessary will Any disciplinary action arising from a harassment investigation may be concluded within ninety (90) days from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received, which approval will not be unreasonably withheldgrieved under Article 21.