Community Living Services Collective Agreement - British Columbia ...

CSSBA and CSSEA - Community Living Services (03/2012) Page 45
28.10 Job Descriptions
The Employer agrees to supply each employee with a copy of her current job description. The Union and
the Bargaining Unit Chair will be provided copies of all job descriptions in the bargaining unit.
28.11 Staff Confidentiality
Any confidential personal information about staff of the Employer, which is directly learned by the
Employer in the normal course of business, will be treated as strictly confidential and the Employer will
take all reasonable precautions to safeguard it.
28.12 Required Certificates
Where the Employer requires an employee to be qualified to perform first aid duties, or required to hold
certificates or licences, the cost of renewing the required certificate(s) will be borne by the Employer.
Time spent at the course for certificates will be considered time worked and will be compensated at the
appropriate rate of pay.
28.13 Volunteers
It is agreed that volunteers have a role to fill in the Employer's operation and are an important link to the
community being served. The use of volunteers will not result in the layoff of bargaining unit employees.
ARTICLE 29 - HARASSMENT
Preamble
The Employer and the Association of Unions agree that every person working in the social services sector
has the right to work in an environment free from harassment. The parties will work jointly to support and
implement education and prevention efforts to address harassment.
29.1 Personal and Psychological Harassment
(a) Personal and psychological harassment means objectionable conduct that:
(1) creates a risk to a worker's psychological or physical well-being or causes a worker
substantial distress or to be humiliated or intimidated; or
(2) is discriminatory behaviour based on a person's race, colour, ancestry, place of origin,
political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation
or gender identity that causes substantial distress; or
(3) is serious inappropriate conduct by a person that serves no legitimate work-related
purpose; and
(4) is repeated or persistent or may be a single serious incident.
(b) Reasonable conduct by a manager or supervisor in directing workers and carrying out her
management duties in good faith is not harassment.
29.2 Sexual Harassment
(a) Sexual harassment includes sexually oriented verbal or physical behaviour which an individual
would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding
circumstances and which may detrimentally affect the work environment. Such behaviour could
include, but is not limited to:
(1) touching, patting or other physical contact;
(2) leering, staring or the making of sexual gestures;
(3) demands for sexual favours;