Article 6 - Discrimination, Psychological harassment and violence

6.01

It is agreed that no threats, coercion or discrimination against an employee be used by the Employer, the Union or their respective representatives based on the employee’s race, colour, religious beliefs or lack thereof, sex, language, pregnancy, national or ethnic background, social condition or origins, handicap or the use of means to offset it, political convictions, sexual orientation, age, marital status or the exercise of a right conferred upon the employee by this collective agreement.

Discrimination exists when such a distinction, exclusion or preference denies, compromises or restricts a right conferred upon the employee by this collective agreement or the law, on one of the grounds mentioned above.

Notwithstanding the above, a distinction, exclusion or preference based on the aptitudes or qualifications required to perform the duties involved in a position is deemed to be non-discriminatory.

The Employer may establish employment equity programs in consultation with the union party.

6.02

The provisions of Sections 81.18, 81.19, 123.7, 123.15 and 123.16 of the Act respecting labour standards (CQLR, c. N-1.1) are an integral part of this collective agreement.

6.03

No form of psychological harassment is tolerated. In this regard, the Employer and the Union work together to prevent situations of psychological harassment by establishing appropriate information-awareness measures, to be agreed upon by the local parties.

6.04

The Employer and the Union undertake not to publish or allow the circulation of sexist posters or brochures.

6.05

The Employer and the Union agree that employees should not be subject to violence in the course of their work.

The Employer and the Union agree to work together to avert or put a stop to all forms of violence by appropriate means, including the development of a policy.