Windsor Police Collective Agreement

Please submit all completed forms to the Windsor Police Service in to apply for the cadet position. Human rights have a quasi-constitutional and constitutional status and take precedence in case of conflict with other policies and requirements. If this policy is contrary to any other policy or directive, including the collective agreement, the department will consider any changes or measures that may be necessary to bring them into line with human rights (while respecting the bargaining process). Inclusive design – By taking into account the differences between individuals and groups when designing something, e.B. policies, programs, curricula, building infrastructure to proactively avoid creating barriers. Gender-based harassment – is a subset of sexual harassment. It refers to behaviors and policies that reinforce traditional heterosexual gender norms. Being a police officer offers an opportunity for a challenging and rewarding career. A career in policing allows you to show our community that you are ready to stand up for the right thing. The provisions of this policy do not affect in any way an individual`s right to exercise his or her rights under the applicable collective agreement or the Ontario Human Rights Code. The Windsor Police Service is committed to hiring police cadets who up to our core values and have high ethical standards. Comments that ridicule a person because of their characteristics, clothing, etc.

related to a ground of discrimination. Members have the right to assert and enforce their right to a workplace free from harassment and discrimination. It is a violation of this Policy or any policy of the Service to discipline, criticize, ostracize or otherwise treat a person negatively, or to treat a person negatively by omission because he or she has submitted a complaint, provided information relating to a complaint or otherwise participated in the complaint resolution process. epithets, remarks, jokes or allusions to a person`s race, gender, disability, sexual orientation, beliefs, age or other reason; Accessibility for Ontarians with Disabilities Regulation (AODA) Efforts to make this policy known to all members, potential employees and members of the public; Measures to promote inclusive design and to identify, prevent and remove barriers to the creation of the Code. These measures should be taken on a regular basis, requiring that all Code grounds be covered within a five-year cycle; These competing human rights claims are carefully considered and resolutions are sought to best reconcile competing claims. Reconciliation tools may include careful consideration of rights claims in their context to determine whether a human rights claims conflict actually exists and where it specifically exists, the search for win-win solutions that go beyond the claims conflict, the identification or prioritization of certain claims based on urgent factors, and the search for acceptable compromises and concessions. Overlapping Code grounds is a possible and critical factor in the experience of discrimination. Intersectional discrimination occurs when people identified by more than one code ground experience discrimination that reflects a combination of grounds, rather than one or more grounds, but that do not overlap. Recognizing overlapping reasons is essential to developing the necessary understanding of the unique types of discrimination a person may experience. An annual review process for this policy in consultation with staff representatives from all areas of the service.

Identify, develop and implement processes to address behaviors, approaches and practices that may violate the human rights of employees and persons involved in the Service. .