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LIUNA Local 183
Human Rights Policy and Procedure

Human Rights Policy and Procedure

Local 183 is truly the Universal Workers Union. Its membership is made up of men and women of all races, ancestry, places of origin, colour, ethnic origin, citizenship, creed, religions, sexual orientation, age, physical and mental abilities and family and marital statuses who are found throughout the communities we collectively have built and continue to work in. Local 183 is extremely proud of the diversity which exists within its membership and wishes to ensure that such diversity flourishes.

Therefore, it is emphasized that we are bound by the Ontario Human Rights Code (the "Code") and that under the Code all members of Local 183 have a right to equal treatment with respect to membership in, employment by and services of Local 183 without discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, sex, sexual orientation, age, marital status, family status or disability.

In this regard, Local 183 has adopted an anti-racism statement, which forms part of this policy and it may from time to time, adopt other statements related to protected grounds for inclusion in this policy.

Local 183 accepts that it is the duty of every officer, employee and agent of Local 183 to ensure that the above-noted rights to equal treatment are not restricted or denied in any way except as permitted by the Code.

Local 183 takes its responsibilities under this policy extremely seriously and expects its members to do the same. Accordingly, if any member feels that he or she has been discriminated against on a ground prohibited by this policy and the Code, the member should notify the Complaints Officer/Human Rights Officer, follow the CEPC or contact the appropriate human rights authority. These options are set out in more detail in this policy.

This Human Rights Policy and Procedure is divided into two parts as follows:

·       Mandate of the Human Rights Committee

·       Options For Complaint Resolution:

1.        Mandate of the Complaints Officer/Human Rights Officer including process for informal resolution of complaints

2.        Role of the Canadian Ethical Practice Code as a formal means of resolving complaints

3.        Role of the Human Rights Tribunal of Ontario

A.           Mandate of the Human Rights Committee

The "Human Rights Committee" (HRC) shall be a standing committee of the Local and will act as an advisory committee to the Executive Board. A member of the Executive Board will sit on the HRC. Membership in the HRC will be voluntary. To sit on the HRC, one must demonstrate a commitment to equity and human rights matters. The HRC will report to the Executive Board on a regular basis. The Complaints Officer/Human Rights Officer will attend HRC meetings ex officio.

The HRC will draft statements relating to protected grounds for inclusion as part of this policy.

The HRC may examine anti-discrimination matters on an organizational and individual level and make such recommendations as necessary to uphold the principles of the Code to the Executive Board.

The HRC will develop and recommend action plans to the Executive Board regarding human rights concerns.

B.           Options For Complaint Resolution

1.        Mandate of the Complaints Officer/Human Rights Officer including process for informal resolution of complaints

Complaints Officer

As part of the implementation of this policy, the Local will employ a Complaints Officer/Human Rights Officer. The Local will ensure that the Complaints Officer/Human Rights Officer receives all appropriate and necessary human rights and dispute resolution training.

Informal Resolution of Complaints

If a member of the Local feels that s/he has been discriminated against, s/he may contact the Complaints Officer/Human Rights Officer as the first point of contact and advise the Complaints Officer/Human Rights Officer of his/her concerns.

The Complaints Officer/Human Rights Officer will attempt an informal resolution, with the consent of the initiating member. This may include but is not limited to informal inquiries and mediation. The Complaints Officer/Human Rights Officer will document all contacts and resolutions and will operate on the basis that the informal process is confidential.

2.        Role of the Canadian Ethical Practice Code as a formal means of resolving complaints

If informal resolution is not successful or not undertaken, the initiating member can file a formal complaint pursuant to the Union's Canadian Ethical Practice Code ("CEPC"). The CEPC describes ethical practices and, amongst other things, proscribes discrimination within the Union. It is binding, pursuant to the Union's Constitution, on every employee, member and officer of the Union.

Under the CEPC, the investigatory and enforcement duties are placed in the hands of neutral parties. The General Executive Board Counsel-Canada is an independent officer appointed to investigate disputes under the CEPC. The position does not report to the executive board and enjoys an arms-length relationship with the Union. It is similar to an independent prosecutor. The Canadian Independent Hearing Officer is a panel of leading Canadian arbitrators that hear charges under the CEPC. The CEPC sets out procedures designed to protect the rights of the complainant and respondents under the CEPC.

3.        Role of the Human Rights Commission/Human Rights Tribunal of Ontario

An individual who feels that s/he has been discriminated against does not need to follow the informal or formal routes described above. Anyone who wishes to make a complaint alleging discrimination is entitled to do so under the Human Rights Code.

GENERAL

There will be no reprisal or negative consequence as a result of making or filing a formal or informal complaint, a Code complaint or otherwise voicing concerns regarding human rights issues to the membership.


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