HARRASSMENT AND DISCRIMINATION Sample Clauses

HARRASSMENT AND DISCRIMINATION. The Contractor and any sub contractor employed by the Contractor should note that this Agreement is subject to the Council's policy on harassment and discrimination, a copy of which is available upon request. AS WITNESS WHEREOF the parties hereto have set their hands:
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HARRASSMENT AND DISCRIMINATION. 20.1 La discrimination ou le harcèlement fondé sur un motif illicite énoncé dans le Code des droits de la personne de l'Ontario est interdit. 20.1 There shall be no discrimination or harassment against any employee based on any prohibited grounds listed in the Ontario Human Rights Code. 20.2 En vertu du Code des droits de la personne de l'Ontario : 20.2 Pursuant to the Ontario Human Rights Code: a) L'Université s'engage à maintenir un environnement exempt de harcèlement et de discrimination, au sein duquel chaque employé est traité avec respect et dignité, est en mesure de contribuer pleinement et jouit de possibilités égales. b) L'Université avec la participation de l'Unité de négociation s'engage à développer un règlement sur le harcèlement et la discrimination selon le Code des droits de la personne de l'Ontario. c) En vertu du Code des droits de la personne de l'Ontario, chaque employé a le droit de travailler dans un milieu exempt de harcèlement et de discrimination. Il incombe aux parties, y compris les employés, de favoriser et de maintenir une atmosphère exempte de harcèlement et de discrimination au sein de l'Université. 20.3 Les parties, y compris l'employé, s'engagent en outre, à collaborer dans un esprit de respect tout au cours du processus de mise en place de mesures d'adaptations raisonnables. a) The University undertakes to maintain an environment free of harassment and discrimination in which each employee is treated with respect and dignity and is able to contribute fully and enjoys equal opportunity. b) The University, with the participation of the Bargaining Unit, undertakes to develop a policy on harassment and discrimination in accordance with the Ontario Human Rights Code. c) Pursuant to the Ontario Human Rights Code, each employee has the right to work in an environment free of harassment and discrimination. The Parties, including employees, are responsible for fostering and maintaining an atmosphere free of harassment and discrimination at the University.
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HARRASSMENT AND DISCRIMINATION. 20.1 Les valeurs de l'Université d'Ottawa et de l'unité de négociation soutiennent la pratique du respect, d'équité et de courtoisie, et l'importance de démontrer de la dignité humaine dans les relations professionnelles. Le succès dans la pratique de ces valeurs favorise un milieu de travail sain et sécuritaire, exempt d'harcèlement, de discrimination et de violence. 20.1 The values of the University of Ottawa and the Bargaining Unit uphold the practice of respect, fairness and courtesy, and the importance of demonstrating human dignity within professional relationships. Success in the practice of these values foster a safe and healthy workplace free of harassment, discrimination and violence. 20.2 La discrimination ou le harcèlement fondé sur un motif illicite énoncé dans le Code des droits de la personne de l'Ontario est interdit.
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HARRASSMENT AND DISCRIMINATION. 20.1 Les valeurs de l'Université d'Ottawa et de l'unité de négociation soutiennent la pratique du respect, d'équité et de courtoisie, et l'importance de démontrer de la dignité humaine dans les relations professionnelles. Le succès dans la pratique de ces valeurs favorise un milieu de travail sain et sécuritaire, exempt d'harcèlement, de discrimination et de violence. 20.2 La discrimination ou le harcèlement fondé sur un motif illicite énoncé dans le Code des droits de la personne de l'Ontario est interdit. 20.3 En vertu du Code des droits de la personne de l’Ontario et de la loi sur la santé et sécurité de l’Ontario: a) L'Université s'engage à maintenir un environnement exempt de harcèlement, de violence et de discrimination, au sein duquel chaque employé est traité avec respect et dignité, est en mesure de contribuer pleinement et jouit de possibilités égales. b) L'Université avec la participation de l'Unité de négociation s'engage à développer un règlement sur le harcèlement, la violence et la discrimination selon le Code des droits de la personne de l'Ontario. c) En vertu du Code des droits de la personne de l'Ontario, chaque employé a le droit de travailler dans un milieu exempt de harcèlement, de violence et de discrimination. Il incombe aux parties, y compris les employés, de favoriser et de maintenir une atmosphère exempte de harcèlement, de violence et de discrimination au sein de l'Université. 20.4 Les parties, y compris l'employé, s'engagent en outre, à collaborer dans un esprit de respect tout au cours du processus de mise en place de mesures d'adaptations raisonnables. 20.1 The values of the University of Ottawa and the Bargaining Unit uphold the practice of respect, fairness and courtesy, and the importance of demonstrating human dignity within professional relationships. Success in the practice of these values foster a safe and healthy workplace free of harassment, discrimination and violence. 20.2 There shall be no discrimination or harassment against any employee based on any prohibited grounds listed in the Ontario Human Rights Code. 20.3 Pursuant to the Ontario Human Rights Code and the Ontario’s Occupational Health and Safety Act: a) The University undertakes to maintain an environment free of harassment, violence and discrimination in which each employee is treated with respect and dignity and is able to contribute fully and enjoys equal opportunity. b) The University, with the participation of the Bargaining Unit, undertakes to develo...
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HARRASSMENT AND DISCRIMINATION. 20.1 The values of the University of Ottawa and the Bargaining Unit uphold the practice of respect, fairness and courtesy, and the importance of demonstrating human dignity within professional relationships. Success in the practice of these values ▇▇▇▇▇▇ a safe and healthy workplace free of harassment, discrimination and violence. 20.2 There shall be no discrimination or harassment against any employee based on any prohibited grounds listed in the Ontario Human Rights Code. 20.3 Pursuant to the Ontario Human Rights Code and the Ontario’s Occupational Health and Safety Act: a) The University undertakes to maintain an environment free of harassment, violence and discrimination in which each employee is treated with respect and dignity and is able to contribute fully and enjoys equal opportunity. b) The University, with the participation of the Bargaining Unit, undertakes to develop a policy on harassment, violence and discrimination in accordance with the Ontario Human Rights Code. c) Pursuant to the Ontario Human Rights Code, each employee has the right to work in an environment free of harassment, violence and discrimination. The Parties, including employees, are responsible for fostering and maintaining an atmosphere free of harassment, violence and discrimination at the University. 20.4 The Parties, including the employee, further undertake to collaborate in a spirit of respect throughout the implementation of reasonable accommodation measures.
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HARRASSMENT AND DISCRIMINATION a) All employees have the right to work in an environment free from harassment, including sexual harassment, and discrimination.
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Related to HARRASSMENT 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:

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code. 6.02 The Union and the Company recognize that sexual, racial, and violent harassment is a cruel and destructive behaviour against others that can have devastating effects. (a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. (b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. (c) Violent Harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives an employee reasonable cause to believe that the employee is at risk of injury. 6.03 Any claims of harassment or discrimination, should be brought to the attention of management, Human Resources and/or any local union elected person or official. Complaints of alleged harassment or discrimination as outlined in .01 by members of the bargaining unit will be handled with all possible confidentiality by a joint committee consisting of the Plant Chairperson and/or his designee and the Human Resource Manager and/or his designee. (a) The investigation will be handled promptly within ten (10) working days from the date the complaint was filed. Investigation will be reviewed by Plant Chairperson and Human Resources Manager for final resolution. If unresolved the complaint may be taken up as a grievance at Step 3. 6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to and including termination. 6.05 This article is not intended to restrict any employee's rights under the Ontario Human Rights Code. 6.06 The parties agree that normal social/business conduct between people does not constitute harassment. 6.07 The pursuit of frivolous allegations of Human Rights violations has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. Frivolous charges of harassment may be subject to disciplinary action. 6.08 Whenever in this agreement, the masculine gender is used, it will also include the feminine.

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.