Employment Equity

Unifor Local 848 has adopted Unifor national’s zero tolerance policy of harassment in the workplace. Harassment isn’t a joke. It may create feelings of uneasiness, discomfort and humiliation.

According to the Occupational Health and Safety Act (OHSA) and the Ontario Human Rights Commission (OHRC), harassment includes inappropriate behavior or comments against a worker in a workplace that are reasonably known to be unwelcome.

Some examples of workplace harassment are as follows:

• Any jokes, comments or suggestive hints that intimidate, offend or humiliate;

• Showing or distributing offensive pictures in print or in electronic form;

• Bullying or harassment that is intended to be cruel with the intent to humiliate or harm the character or confidence of an individual or group of individuals. This may include teasing, ridicule, mobbing, spreading gossip or any other act or words that could psychologically harm or isolate an individual or individuals from their peers;

• Continuous, offensive and unwanted communication including phone calls and e-mails;

• Inappropriate sexual advances, suggestions or requests, whether verbal, in picture form or physical;

• Racial harassment is any offensive act such as racial slurs, jokes, offensive pictures or any unwanted act that promotes discrimination and hatred in the workplace;

• Harassment based on customs or religious beliefs that targets a specific person or group based on their actual or perceived religion. This including the slandering of religious imagery, customs or practices;

Mutual respect must be the basis of interaction among all workers in addition to co-operation and understanding. Union principles are based on equality and solidarity and all members are expected to act accordingly at all times.

If a worker believes that that are being harassed and needs assistance, immediately bring the matter to the unit chairperson and the Unifor Local 848 president. Or, depending on the nature of the incident, the worker may seek the assistance of any union elected official including a workplace women’s advocate, a member of the women’s committee, a human rights committee or a member of the employment equity committee. The union official can assist you in bringing the matter to the top of local union leadership, and it will be dealt with in confidence.