Terms and Conditions

Any act, omission or threat, or any policy, practice or term of employment which directly or indirectly causes differential treatment of, or otherwise adversely affects, an employee or prospective employee in the course of employment or applying for employment, and the act or practice is based on a statutorily protected or prohibited ground under the human rights legislation, applicable to the Workplace of the employees involved, including race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or of any other person.

By definition means any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker’s health and safety, and includes:

(i) conduct, comment, bullying or action because of race, religious beliefs, colour, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, gender, gender identity, gender expression and sexual orientation, and
(ii) a sexual solicitation or advance.

Examples of harassment include, but are not limited to:

• written, verbal or physical abuse;
• yelling or screaming;
• threats and/or derogatory remarks;
• unwelcome jokes or practical jokes, innuendo, or taunts about physical appearance or beliefs that result in embarrassment or awkwardness;
• spreading rumours or gossip;
• communications or displays intended to mock someone;
• sharing racist, or offensive images, materials or signs;
• physical assault.

The harassment may have a negative effect for the person experiencing it, regardless of what the harasser intended.

Unwelcome or unwanted behaviour that is sexual in nature. It is a form of discrimination based on the protected ground of gender. Sexual harassment may sometimes, but not always, be an attempt by one person to exert power over another person.

Sexual harassment can take many forms, from subtle to obvious. Examples of sexual harassment include:

• unwelcome flirtation, suggestive remarks, advances, propositions or gestures;
• unwelcome invitations or requests, whether indirect or explicit;
• unwelcome questions or discussions about sexual activities or preferences;
• drawing attention to a person’s gender;
• unwelcome comments, including compliments, jokes, nicknames or pet names, innuendos or taunting about a person’s body, attire, sex or sexual orientation;
• leering or whistling;
• displays of pornographic or sexually suggestive signs, calendars, pictures, images or material;
• demands for sexual favours, whether or not in return for work-related favours;
• unwelcome physical contact such as touching, hugging, patting, or pinching of a sexual nature.

Behaviour acceptable to both people involved, such as mutual flirting, is not harassment.

Means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual violence and abuse.

Violent or threatening behaviours may include but are not limited to:

• physical intimidation or isolation – shaking of fists, standing over an individual without consent, not allowing an individual a way out of an enclosed space, etc;
• shouting or using threatening language directed to an individual in an intimidating or humiliating manner either in person or by other means including electronic means;
• aggressive physical contact including pushing, hitting, kicking, punching, grabbing, sexual violence or other aggressive contact;
• deliberately contacting an individual with a tool, weapon, vehicle or other object in an inappropriate manner; and
• destruction or theft of an individual's personal property or the property of the Calgary Stampede.

Any physical, sexual, emotional or verbal action that intentionally harms or injures another person. Abuse may take the form of a singular action or be repetitive or chronic in nature.

Involves either:

(i) Repeated conduct, comment, display, action or gesture, or
(ii) A single, serious occurrence of conduct, comment, display, action or gesture, that has a lasting harmful effect,

that adversely affects the employee’s psychological or physical well-being and that the person knows or ought reasonably to know would cause the employee to be humiliated or intimidated.

Arguing with an employee or refusal to adhere to and maintain the dress code as described in the Premium Seating venue dress code policy.

Passing of tickets or granting access to seats or dining privileges to other individuals who have entered a Premium Seating venue on a guest pass, member or access card, or otherwise occupying a seat, table, suite or private dining room without a ticket.

Actions that destroy, damage or impede the operations or assets of a Premium Seating venue or affect an employee’s activities.

Malicious or careless actions to tarnish the reputation and/or desirability of the Calgary Stampede.

Disrespectful, disruptive or dangerous behaviour due to excessive consumption of alcohol.