Common use of HARASSMENT PROTECTION Clause in Contracts

HARASSMENT PROTECTION. The Company fully supports the policy that: (a) Every employee has a right to freedom from harassment in the workplace by any agent of the employer or by another employee on any prohibited Human Rights ground. These grounds typically include race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, marital status, family status, handicap, and sexual orientation. (b) Every employee has the right to be free from a sexual solicitation or a reprisal or a threat of reprisal for the rejection of a sexual solicitation. (c) Any employee believing him or herself to be or about to be harassed by another employee has a duty to specifically request the other employee to refrain from such behaviour. Harassment is defined as a course of vexatious comment or conduct that is known or reasonably ought to be known to be unwelcome. For clarification, harassment is one or more actions or comments related to any prohibited ground which the harasser could reasonably have been expected to know to be unwanted and damaging, humiliating or vexatious. (d) Every employee has the duty to report harassment of any employee to the proper managerial authority to remedy the problem, should the behaviour not cease immediately on drawing it to the harasser's attention. For clarification, harassment does not include, among other things, proper management disciplinary actions or actions related to performance or attendance problems which are conducted according to Company procedures. The following procedures have been developed to ensure rapid response to, and resolutions of, harassment incidents. Strictest confidentiality will be maintained at all times subject to the requirements for the Company to investigate and resolve the matter. Appropriate due process will be accorded to all those involved. In the event the employee believes him/herself to be harassed by another employee, he/she may discuss the nature of the incident(s) with anyone of the following individuals their choosing (names will be posted on the notice board including any changes): (a) Immediate Supervisor/Chief ▇▇▇▇▇▇▇ (b) Operations Manager (c) Human Resources Manager

HARASSMENT PROTECTION. The Company fully supports the policy that: (a) Every employee has a right to freedom from harassment in the workplace by any agent of the employer or by another employee on any prohibited Human Rights ground. These grounds typically include race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, marital status, family status, handicap, and sexual orientation. (b) Every employee has the right to be free from a sexual solicitation or a reprisal or a threat of reprisal for the rejection of a sexual solicitation. (c) Any employee believing him or herself to be or about to be harassed by another employee has a duty to specifically request the other employee to refrain from such behaviour. Harassment is defined as a course of vexatious comment or conduct that is known or reasonably ought to be known to be unwelcome. For clarification, harassment is one or more actions or comments related to any prohibited ground which the harasser could reasonably have been expected to know to be unwanted and damaging, humiliating or vexatious. (d) Every employee has the duty to report harassment of any employee to the proper managerial authority to remedy the problem, should the behaviour not cease immediately on drawing it to the harasser's attention. For clarification, harassment does not include, among other things, proper management disciplinary actions or actions related to performance or attendance problems which are conducted according to Company procedures. The following procedures have been developed to ensure rapid response to, and resolutions of, harassment incidents. Strictest confidentiality will be maintained at all times subject to the requirements for the Company to investigate and resolve the matter. Appropriate due process will be accorded to all those involved. In the event the employee believes him/herself to be harassed by another employee, he/she may discuss the nature of the incident(s) with anyone of the following individuals their choosing (names will be posted on the notice board including any changes):his/her: (a) Immediate Supervisor/Chief ▇▇▇▇▇▇▇immediate supervisor (b) Operations Managermanager (c) Human Resources Managersenior executive (d) personnel supervisor or manager If the employee elects to discuss the complaint with the supervisor, manager, or senior executive, it is then the responsibility of the recipient to notify the region's Personnel Manager immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.

HARASSMENT PROTECTION. The Company fully supports the policy that: (a) Every employee has a right to freedom from harassment in the workplace by any agent of the employer or by another employee on any prohibited Human Rights ground. These grounds typically include race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, marital status, family status, handicap, and sexual orientation. (b) Every employee has the right to be free from a sexual solicitation or a reprisal or a threat of reprisal for the rejection of a sexual solicitation. (c) Any employee believing him or herself to be or about to be harassed by another employee has a duty to specifically request the other employee to refrain from such behaviour. Harassment is defined as a course of vexatious comment or conduct that is known or reasonably ought to be known to be unwelcome. For clarification, harassment is one or more actions or comments related to any prohibited ground which the harasser could reasonably have been expected to know to be unwanted and damaging, humiliating or vexatious. (d) Every employee has the duty to report harassment of any employee to the proper managerial authority to remedy the problem, should the behaviour not cease immediately on drawing it to the harasser's attention. For clarification, harassment does not include, among other things, proper management disciplinary actions or actions related to performance or attendance problems which are conducted according to Company procedures. The following procedures have been developed to ensure rapid response to, and resolutions of, harassment incidents. Strictest confidentiality will be maintained at all times subject to the requirements for the Company to investigate and resolve the matter. Appropriate due process will be accorded to all those involved. In the event the employee believes him/herself to be harassed by another employee, he/she may discuss the nature of the incident(s) with anyone of the following individuals their choosing (names will be posted on the notice board including any changessubject to change): (a) Immediate Supervisor/Chief supervisor (b) Manager (▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇ ▇▇▇▇▇▇▇ (b) Operations Manager) (c) Human Resources Manager (▇▇▇▇ ▇▇▇▇▇) (d) Senior Executive (▇▇▇ ▇▇▇▇▇) If the employee elects to discuss the complaint with their Supervisor, Manager, Human Resources Manager, or Senior Executive, it is then the responsibility of the recipient to notify the National Human Resources Manager (▇▇▇ ▇▇▇▇▇) immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.