Joining a union is about having the ability to negotiate language in a collective agreement requiring a respectful and harassment-free workplace, and processes for investigating and resolving issues when they come up – whether the problem is with a manager or a co-worker.

Unfair and inconsistent treatment of workers, along with harassment, is a poison on any workplace.

Too often, it gets treated as a personal issue. But when one person is harassed or treated unfairly, it creates a stressful workplace, which can lead to inefficiencies, lost time, higher turnover and ultimately decreased productivity. It can also affect workers in other parts of their lives.

“The big issue is often the duty to accommodate – whether it’s a disability that needs to be accommodated, an injury or a religious or cultural need,” says Vinay Sharma, Unifor’s Human Rights Director. “We are there to lend a helping hand and sort through all that.”

Sharma’s department works to bring about fairness and anti-harassment policies that make the most sense for specific workplaces, and to eliminate favouritism by establishing clear rules to treat all team members consistently.

A Unifor collective agreement helps to set clear process for dealing with disrespectful behavior in the workplace, and to provide resources to address it when it does happen.

To prevent and address harassment at work, Unifor workplaces have negotiated:

  • Workplace harassment policies and procedures for filing a complaint.
  • Joint Employment Equity committees to build a culture of respect and equality – ending favouritism.
  • Balanced investigations of harassment cases.

To read the full document outlining key concerns identified by Toyota team members and how Unifor will work with you to address them, click here.