Common use of WORKPLACE BEHAVIOR Clause in Contracts

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 The procedural aspects of this article are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Human Resources Officer will not designate any individual involved in the investigation or earlier meetings to hear the grievance.

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the EmployerUniversity’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior behavior, including harassment or bullying as described in Article 2, by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer University will treat any report seriously, investigate the reported behavior in a timely manner and take will determine if corrective or disciplinary action is appropriate action as and necessary. The employee and/or union representative will be notified upon conclusion of the investigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcomeinvestigation. 3.3 Retaliation against employees who make a workplace behavior complaint, or witnesses who provide information regarding such a complaint, will not be tolerated. 3.4 The procedural aspects of this article Article (defined below) are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Human Resources Officer will not designate any individual involved in the investigation or earlier meetings up to hear the grievance.Step 2:

WORKPLACE BEHAVIOR. ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 The procedural aspects of this article are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Associate Vice President Human Resources Officer will not designate any individual involved in the investigation or earlier meetings to hear the grievance.

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well-well- being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 The procedural aspects of this article are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Human Resources Officer will not designate any individual involved in the investigation or earlier meetings to hear the grievance.

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation and be provided a copy of the investigative report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 The procedural aspects of this article are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Human Resources Officer Associate Vice President Human Resources will not designate any individual involved in the investigation or earlier meetings to hear the grievance.

WORKPLACE BEHAVIOR. 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employera college’s/district’s business, employee well-well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command supervisor and/or the Human Resources Office. An employee or the employee’s representative should identify complaints Inappropriate workplace reports will be identified as inappropriate workplace behaviorsuch. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation investigation. Upon request, the Employer will provide the employee and be provided the union representative with a copy of the investigative investigation report, if any. Upon request, a Human Resources staff member will meet with the employee and/or the union representative to review the process and discuss any outcome. 3.3 Supervisors, managers and Human Resource Office staff will receive training on processing inappropriate workplace behavior reports. 3.4 The procedural aspects of this article Article are subject to Step 2 of the grievance procedure only. No other grievance steps apply. The Chief Human Resources Officer will not designate any individual involved in the investigation or earlier meetings to hear the grievance.