In Policies Posted

Academic Defence Fund Policy

Adopted August 5, 1976

  1. The Academic Defence Fund shall be reserved exclusively for uses which defend the interests of the academic staff of Carleton University. Without limiting the generality of the foregoing, its principal use shall be to support the costs of grievance and arbitration actions of the Carleton University Academic Staff Association.
  2. The Trustees of the Fund shall be the current President, President-Elect and Treasurer of the Carleton University Academic Staff Association.
  3. The Trustees may withdraw or transfer monies from the Fund and from any account which they may open with monies assigned by the Association to the Fund. The Trustees may also use monies from the Fund to purchase notes or securities in the name of and on behalf of the Fund, provided that any such note or security shall be fully insured for its full face-value.
  4. Monies from the Fund or monies from any account in the name of the Fund may be withdrawn by any two of the three Trustees of the Fund, provided however that no monies may be withdrawn or transferred from the Fund or from any account containing monies from the Fund without a majority vote in favour at a duly constituted meeting of the Steering Committee of the Association.
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In Policies Posted

Accessible Customer Service Policy

PURPOSE AND CORE PRINCIPLES

This policy is adopted pursuant to the Accessibility Standards for Customer Service, enacted pursuant to the Accessibility for Ontarians with Disability Act, 2005 (“AODA”), but it reflects the Carleton University Academic Staff Association’s longstanding commitment to accommodate the needs of persons with disabilities and to treat all persons with dignity and respect.

The purposes of this policy are to ensure that CUASA meets its regulatory requirements under the AODA and to promote the principles set out below. CUASA endeavors to ensure that all of our practices, policies and procedures are consistent with the following four core principles:

  1. Dignity – CUASA’s services will be provided to persons with a disability in a manner that respects their dignity.
  2. Equality of Opportunity – Persons with a disability should be given an opportunity equal to that given to others to obtain, use and benefit from CUASA’s goods and services.
  3. Integration – Wherever possible, persons with a disability should benefit from our goods and services in the same place and in the same or similar manner as any other customer. In circumstances where integration does not serve the needs of the person with a disability, goods and services will, to the extent possible, be provided in another way that takes into account the person’s individual needs.
  4. Independence – Goods and services will be provided in a way that respects the independence of persons with a disability.

APPLICATION

This Policy applies to all employees and volunteers who, on behalf of CUASA, deal with members of the public, including members of CUASA. The Policy also applies to all persons responsible for the development, implementation or oversight of CUASA policies, practices and procedures.

DEFINITIONS

Assistive Device – Any device used to assist a person with a disability in performing a particular task or tasks or to aid that person in activities of daily living.

Disability – Has the same definition as is provided under the AODA and the Ontario Human Rights Code.

Service Animal – An animal is a service animal for a person with a disability,

(a)       if it is readily apparent that the animal is used by the person for reasons relating to his or her disability; or

(b)       if the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.

Support Person – A person who accompanies a person with a disability in order to assist with communication, mobility, personal care or medical needs or with access to goods or services.

PROVISION OF GOODS AND SERVICES

Communication

CUASA is committed to communicating with the public (including CUASA members) in a manner that is accessible and that takes into account the individual needs of persons with a disability. Our staff and volunteers receive training on how to communicate with persons with various types of disabilities.

Assistive Devices

While CUASA does not provide any assistive devices, persons with a disability are invited to use their own Assistive Device when on our premises for the purposes of obtaining, using or benefiting from CUASA’s goods and services. Our staff and volunteers receive training on how to interact appropriately with people who use a variety of assistive devices.

If there is a physical, technological or other type of barrier that prevents the use of an Assistive Device on our premises, we will endeavour to remove that barrier. If we are not able to remove the barrier, we will ask the person how he/she can be accommodated and what alternative methods of service would be more accessible to him/her. We will make reasonable efforts to provide an alternative and accessible means of assistance to the person with a disability.

Service Animals

Persons with a disability may enter our premises accompanied by a Service Animal and may keep the Service Animal with them in all areas of CUASA’s premises that are open to the public. We will ensure that the animal’s working role is respected at all times. Our staff and volunteers receive training on how to interact property and respectfully with persons who rely on a service animal.

Support Persons

Persons with a disability are welcome to be accompanied by a Support Person while visiting CUASA’s premises. At no time will a person with a disability be denied access to his or her Support Person while on our premises. Our staff and volunteers receive training on how to interaction appropriately with someone who is accompanied by a Support Person.

CUASA may require a person with a disability to be accompanied by a Support Person while on our premises, but only where it is necessary to protect the health or safety of the person with a disability or the health or safety of others on the premises.

CUASA occasionally holds functions for which it charges attendees an admission fee. We will ensure that, if a separate admission fee is to be charged for a Support Person, advance notice is provided of the existence and the amount of the admission fee to be charged.

FEEDBACK PROCEDURE

CUASA’s goal is to ensure unimpeded access to our services for all persons with disabilities, in a manner that respects their dignity and independence and is consistent with the principles of integration and equal opportunity. We welcome and appreciate constructive feedback on whether our services are being provided in a manner that achieves this goal.

Feedback should be directed to the attention of and/or the President or Executive Director and can be provided in a variety of ways:

In person at 2006 Dunton Tower

By telephone at 613-520-5607

By mail in writing to 2006 Dunton Tower, 1125 Colonel By Drive, Ottawa, ON K1S 5B6

By email in writing to cuasa@cuasa.ca

By fax in writing to 613-520-4426

We will endeavour to acknowledge all feedback (except anonymous feedback) within FIVE (5) business days. All feedback will be reviewed for possible action that can improve our service delivery.

Where practicable, complaints will be addressed immediately. However, some complaints may require more effort and time. In such cases, complainants will be notified of the anticipated time required to address their concerns and of the actions that are ultimately taken by CUASA in response to their complaint.

We will respond to all feedback in a manner that takes into account the complainant’s disability.

DOCUMENTATION

A copy of this Policy shall be made available to any person upon request. We will provide the Policy in a format that takes into account a person’s disability. A person with a disability who requires that the Policy be provided in an alternative accessible format (eg. on diskette, in audio format or in large print) should let us know.

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In Policies Posted

Health and Safety Policy and Program

Adopted on September 25, 2014

Approval Authority: CUASA Council, Employee-Employer Relations Committee
Mandatory Review Date: September 2017

The program that implements this policy can be found  here.

Definitions

“Act” is defined as the Occupational Health and Safety Act, R.S.O. 1990, as amended.
The definition of “Employee” shall be the same as the definition of Worker under the Act.

“Volunteer” is defined as an Officer of the Association (as outlined in the Association Constitution) or any non-Employee working on behalf of the Association in an official capacity.

“Workplace” is defined as the Association’s offices as well as any location where the business of the Association is being or is to be conducted.

Policy

The Carleton University Academic Staff Association is committed to the health and safety of its employees, volunteers and members while in the workplace. Protection of all individuals in the workplace from injury or occupational disease, as well as the promotion of a culture of a safe and healthy workplace that facilitates the awareness of risk and the prevention of injury and illness, is a major continuing objective. We will make every effort to provide a safe, healthy work environment.

All employers, supervisors, employees, volunteers and members must be dedicated to the continuing objective of reducing the risk of injury.

The Association will adhere to all applicable environmental and occupational health and safety legislation. The Association will adopt best practices that exceed legislated requirements as may be considered reasonable and appropriate. The Association shall work towards continuous improvement of its health and safety program.

The Association as an employer is ultimately responsible for employee health and safety. The Association commits to complying with its duties under the Act including taking every reasonable precaution for the protection of workers in the workplace.

Supervisors will be held accountable for the health and safety of the workers under their supervision. Supervisors are subject to various duties in the workplace, including the duty to ensure that equipment is safe and that employees are working in compliance with established safe work practices and procedures.

The President shall be held accountable for the health and safety of volunteers and members in the workplace. She/he shall take reasonable steps to ensure that the health and safety of individuals in the workplace is protected.

Every employee, member, and volunteer must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the Association. Individuals will receive information, training, and competent supervision in their specific work tasks to protect their health and safety.

It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization.

Contacts
President
President-Elect
Executive Director
Unifor Local 567 Steward (staff only)

In the event of an emergency, the Department of University Safety should be contacted at (613) 520- 4444.

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In Policies Posted

Policy and Advice Statement with respect to Strikes by Members of Another Bargaining Unit

Adopted September 22, 1978 and amended November 15, 2002 and February 28, 2014

The Association recognizes that one of the principles of unionism is that a union member should respect the request of other members of the union movement that they honour a picket line. However, decisions of the Ontario Labour Relations Board indicate that an Association-promoted refusal by an employee to cross a picket line set up by another union may constitute a strike which would violate the Labour Relations Act and the collective agreement. In light of this the Association must advise its membership as follows:

  1. In the event of a legal strike against the Board of Governors by another union, members of the Association shall not undertake the work of those employees who are involved in such a strike. In such a situation members should also be alert to violations of our own contract or of the law, such as a reduction of services or unsafe or unsanitary conditions. Any attempt to compel members of the Association to do the work of striking employees or assist their replacements outside their normal duties or other violations of our own contract should be protested through the Grievance Procedures of our contract.
  2. In the event of a legal strike by another union, members should also be aware of the fact that students may have conscientious objections to crossing a picket line. It is the view of the Association that such conscientious objection should be respected without prejudice to the individual student and that members should take appropriate measures to accommodate such objections.
  3. A mass refusal, promoted by the Association, to cross picket lines established at the University campus may constitute an illegal strike and subject the Association to appropriate penalties for violation of the Ontario Labour Relations Act and the collective agreement, particularly if members of the Association in positions of responsibility are involved, such as Councillors and Executive Officers.
  4. The absence of a clause in our collective agreement insulating employees from disciplinary action on the part of the employer means that members of the academic staff who observe legal picket lines run a risk of disciplinary action by the employer; such disciplinary action usually takes the form of docking of pay. In the event of such discipline, members of the bargaining unit have a right to fair representation from the Association as in any other case.
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In Policies Posted

Workplace Harassment Policy and Program

Adopted on September 25, 2014

Approval Authority: CUASA Council, Employee-Employer Relations Committee
Mandatory Review Date: 
September 2017

The program that implements this policy can be found here.

Definitions:

Workplace Harassment

“Workplace Harassment”, as defined by the Occupational Health and Safety Act, means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

Harassment is an expression of perceived power and superiority by the harasser(s) over another person or group. Harassment may be based on one of the following (though it does not have to be): sex, race, creed, colour, religion, ethnic origin, place of origin, sexual orientation, political affiliation, gender identity, gender expression, marital status, family status, disability, language, age, social and economic class, or activism and participation in a union.

Harassment is unwelcome, unwanted and uninvited. It may be expressed verbally or physically, is usually coercive and it can occur as a single incident or on a repeated basis. It comprises actions, attitudes, language or gestures, which the harasser knows or reasonably ought to know are abusive, unwelcome or wrong. It may include but is not limited to:

  • Unwelcome remarks, jokes, innuendos, taunts or other discriminatory communication in any media;
  • Insulting or malicious gestures or practical jokes which cause someone embarrassment or discomfort;
  • Ridiculing, degrading or expressing hatred or intolerance, whether verbally, in writing or physically;
  • Display of offensive material/pictures or graffiti;
  • Placing unreasonable limitations on someone because of a perceived need (e.g. disability, pregnancy, etc.);
  • Leering (sexually suggestive staring);
  • Defamation of religious imagery;
  • Mockery of religious practices, customs or religious wear;
  • Demands for sexual favours;
  • Unnecessary physical contact such as touching, patting or pinching;
  • Making comments about one’s appearance or personal life; or,
  • Expressing or promoting racial hatred.

Harassment does not include the legitimate exercise of management functions and legitimate exercise of academic freedom.

Bullying and Personal Harassment

Bullying or personal harassment are defined as actions which degrade or demean an individual including but not limited to: mobbing, offensive, malicious and/or cruel behaviour with the aim to humiliate, intimidate, undermine or destroy the character or confidence of an individual or group of individuals. Bullying and personal harassment may include an abuse of power or perceived power by one person or group over another that degrades an individual. Bullying behaviour is often persistent and part of a pattern, but it can also occur as a single incident.

This is normally carried out by an individual who ought  reasonably to have known that his/her actions are unwelcome or unwanted. It can also be an aspect of group behaviour. The policy includes any member in any type of relationship, for example domestic, intimate or common law partnerships.

Some examples of bullying and personal harassment include but are not limited to:

  • Abusive and offensive language;
  • Insults;
  • Teasing;
  • Spreading rumour or innuendo;
  • Unfair blame for mistakes;
  • Exclusion;
  • Intimidation;
  • Humiliation;
  • Practical jokes;
  • Outbursts or displays of anger directed at others;
  • Targeting of an individual through persistent, unwarranted criticism;
  • Belittling or disregarding opinions or suggestions; or,
  • Public criticism.

Context is important in understanding bullying, particularly verbal communication. There is a difference between friendly insults between long-time work colleagues and comments that are meant to be, or are taken as demeaning.

Sexual Harassment

Sexual harassment violates personal integrity, the dignity of individuals and groups, and fundamental rights. Sexual harassment occurs when an individual engages in sexually harassing behaviour or inappropriate conduct of a sexual nature that is known, or ought reasonably to be known, to be unwelcome and that:

  • Interferes with the employment or participation in an Association-related activity for the person harassed; and/or,
  • Is associated with an expressed or implied promise of employment-related or other consequences for the person being harassed (including reward, reprisal, or conditions of study or employment); and/or,
  • Provides a basis for employment or other decisions affecting the person harassed; and/or,
  • Creates an abusive, demeaning, or threatening environment for the person harassed; and/or,
  • Excludes the person harassed from rights and/or privileges to which they are entitled.

Some examples of sexual harassment include but are not limited to:

  • Unwelcome sexual solicitations, flirtations or advances;
  • Sexually suggestive comments, gestures, threats or verbal abuse;
  • Sexual assault which includes unwarranted touching or physical contact of a sexual nature or coerced consent to sexual contact;
  • Inappropriate display or transmission of sexually suggestive or explicit pictures, posters, objects, or graffiti;
  • Leering, compromising invitations, or demands for sexual favours;
  • Degrading, demeaning, or insulting sexual comment or content, including unwelcome remarks, taunting, jokes, or innuendos about a person’s body, sexual orientation, or sexual conduct;
  • Misuse of position or authority to secure sexual favours;
  • Persistent, unwanted attention or requests for sexual contact after a consensual relationship has ended; or,
  • A course of sexualized comment or conduct that interferes with the dignity or privacy of an individual or group.

This policy is not intended to interfere with ordinary social or personal relationships among members or staff of the Association or impinge on normal expectations of privacy. Consensual relationships are not examples of sexual harassment.

Abuse of Supervisory Authority

Abuse of supervisory authority includes all forms of making conditional or appearing to make conditional employment, or other services, benefits, opportunities or facilities upon performance unrelated or irrelevant to the employment status of the one supervised. Such abuse can occur even if it does not have the intention or effective of benefiting the supervisor in question.

This can include unjustified discipline such as a supervisor who undervalues work, withholds vital information, sets individuals up to fail, monitors movement or removes areas of responsibility without justification.

Volunteer

A volunteer is defined as an Officer of the Association (as outlined in the Association Constitution) or any non-Employee working on behalf of the Association in an official capacity.

Workplace

The workplace is defined as the Association’s offices as well as any location where the business of the Association is being or is to be conducted.

Policy:

The Carleton University Academic Staff Association is committed to providing a workplace in which all individuals are treated with respect and dignity. As such, the Association will take whatever steps are reasonable to protect our members and workers from harassment from all sources.

Harassment, including but not limited to workplace harassment, sexual harassment, personal harassment, bullying, or abuse of supervisory authority, will not be tolerated from any person in the workplace. This policy applies to all members and staff of the Association as well as visitors, contractors, students and volunteers. Everyone is expected to uphold this policy and to work together to prevent workplace harassment.

There is a workplace harassment program that implements this policy. It includes measures and procedures to protect against workplace harassment, a means of summoning immediate assistance, and a process for the reporting of incidents or the raising of concerns.

The Association shall ensure this policy and the supporting program are implemented and maintained and that all individuals covered by the policy have appropriate information and instruction to protect them from harassment in the workplace.

The Association pledges to investigate and deal with all incidents and complaints of workplace harassment in a fair and timely manner as outlined in the workplace harassment program, respecting the privacy of all concerned as much as possible.

Nothing in this policy prevents or discourages a worker or member from filing an application with the Human Rights Tribunal of Ontario on a matter related to Ontario’s Human Right’s Code within one year of the last alleged incident. Workers and members also retain the right to exercise any other legal avenues that may be available.

All must work in compliance with this policy and the supporting program.

Reporting

Threatening or violent behavior shall not be ignored. Individuals are strongly encouraged to raise any concerns about, or incidents of, workplace harassment. Reports should be made to the President, President-Elect, or Executive Director.

There will be no negative consequences for persons making reports in good faith.

Contacts:
President
President-Elect
Executive Director
Unifor Local 567 Steward (staff only)

In the event of an emergency, the Department of University Safety should be contacted at (613) 520- 4444.

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In Policies Posted

Workplace Violence Policy and Program

Adopted on September 25, 2014

Approval Authority: CUASA Council, Employee-Employer Relations Committee
Mandatory Review Date: 
September 2017

The program that implements this policy can be found here.

Definitions:
The definition of “Employee” shall be the same as the definition of Worker under the Act.

“Volunteer” is defined as an Officer of the Association (as outlined in the Association Constitution) or any non-Employee working on behalf of the Association in an official capacity.

“Workplace Violence” as defined by the Occupational Health and Safety Act, means,

  • the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,
  • an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,
  • a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Workplace violence includes domestic violence that could cause physical injury to a person in the workplace.

“Workplace” is defined as the Association’s offices as well as any location where the business of the Association is being or is to be conducted.

Policy:

The Carleton University Academic Staff Association is committed to the protection of the health, safety, and wellbeing of all members and staff of the Association. As such, the Association will take whatever steps are reasonable to protect our members and workers from workplace violence from all sources. All acts of violence are strictly prohibited.

Violent behaviour in the workplace is unacceptable from anyone. This policy applies to all members and staff of the Association as well as visitors, contractors, students and volunteers. Everyone is expected to uphold this policy and to work together to prevent workplace violence.

There is a workplace violence program that implements this policy. It includes measures and procedures to protect against workplace violence, a means of summoning immediate assistance and a process for the reporting of incidents or the raising of concerns.

The Association shall ensure this policy and the supporting program are implemented and maintained and that all individuals covered by the policy have appropriate information and instruction to protect them from violence in the workplace.

The Association pledges to investigate and deal with all incidents and complaints of workplace violence in a fair and timely manner as outlined in the workplace violence program, respecting the privacy of all concerned as much as possible.

All must work in compliance with this policy and the supporting program.

Reporting

Threatening or violent behavior shall not be ignored. Individuals are strongly encouraged to raise any concerns about workplace violence and are required to report any violent incidents or threats. Reports should be made to the President, President-Elect or Executive Director.

There will be no negative consequences for persons making reports in good faith.

The Association will hold individuals accountable and will impose discipline and other sanctions up to and including discharge, expulsion, and trespass notices for violation of this policy. The Association may also initiate criminal or civil proceedings against persons who engage in workplace violence.

Contacts:
President
President-Elect
Executive Director
Unifor Local 567 Steward (staff only)

In the event of an emergency, the Department of University Safety should be contacted at (613) 520- 4444.

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