Disability rights in the workplace - Canadian Union of Public ...

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Appendix NO DISCRIMINATION York University and CUPE 3903 ARTICLE 4 - DISCRIMINATION AND HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction, harassment or coercion, including no mandatory blood or urine tests, including but not limited to as these relate to Acquired Immune Deficiency Syndrome (AIDS), AIDSrelated illness, AIDS-Related-Complex, or positive immune deficiency test, and including no genetic screening for specific medical disabilities or pregnancy, exercised or practised with respect to any member of the bargaining unit in any matter concerning the application of the provisions of this Agreement by reason of race, creed, colour, age, sex, marital status, parental status, number of dependents, nationality, ancestry, place of origin, native language (subject to Article 12.02.1), disability or disabilities (subject to Article 12.02.1), Acquired Immune Deficiency 27
Syndrome (AIDS), or AIDS-related illness, or AIDS-Related-Complex, or positive immune deficiency test (virus HIV) (subject to Article 12.02.1), political or religious affiliations or orientations, academic affiliations or orientations (subject to the exercise of academic freedom as set out in Article 14.01), record of offences (except where such a record is a reasonable and bona fide ground for discrimination because of the nature of the employment), sexual orientation, transsexual transition status, gender expression, and gender identity, nor by reason of her membership or non-membership or lawful activity or lack of activity in the Union, or the exercise of any of the rights under this Agreement. The Employer undertakes that no York University student who is or has been employed in Unit 2 shall be penalized in her student status for the exercise of any of her rights under this Collective Agreement or by reason of her membership or non-membership or lawful activity or lack of activity in the Union. 28
Page 1: Disability rights in the workplace
Page 4 and 5: Sisters and brothers, Advances in h
Page 6 and 7: Disability rights in the workplace
Page 8 and 9: What is duty to accommodate The dut
Page 10 and 11: What is a disability All human righ
Page 12 and 13: Duty to accommodate In 1999, the Su
Page 14 and 15: Undue hardship The employer must pr
Page 16 and 17: c. is it necessary to have all empl
Page 18 and 19: What it means for union members see
Page 20 and 21: equality rights, there are new tool
Page 22 and 23: Many unions are advocating creative
Page 24 and 25: Grievances and human rights complai
Page 26 and 27: Collective bargaining Using the opp
Page 28 and 29: No discrimination The obligation un
Page 30 and 31: The procedure should be incorporate
Page 32 and 33: References and Resources A Place Fo
Page 36 and 37: Compensation Employees' Union and B
Page 38 and 39: 19.15.1 Committee Mandate The parti
Page 40 and 41: 19.15.4 Where no position can be fo
Page 42 and 43: 4. In considering the feasibility o
Page 44 and 45: Article 37 - Rehabilitative Employm
Page 46 and 47: 39 City shall provide to the Union,
Page 48 and 49: Winnipeg policies relating to staff

Disability rights in the workplace - Canadian Union of Public ...

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