Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009"

Transcription

1 Policy and Procedure Manual Agency Title Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Introduction Simcoe Muskoka District Health Unit is committed to providing a working environment free of harassment by ensuring that all workplace parties are familiar with the definitions of harassment and understand their individual responsibilities for prevention and corrective action. Purpose The purpose of this policy is to define behaviour that constitutes harassment and to define procedures for reporting and resolving incidents of harassment. This policy applies to The Simcoe Muskoka District Health Unit Board of Health members, management, employees, students, volunteers and contractors. Legislative Authority The Occupational Health and Safety Act The Criminal Code of Canada The Ontario Human Rights Code The Workplace Safety and Insurance Act, 1997 The Compensation for Victims of Crime Act The Regulated Health Professions Act Policy Definitions and Interpretation Harassment Harassment is defined as any actual, attempted or threatened conduct of a person that causes, or is likely to cause, physical, psychological harm/injury/illness or that gives a person reason to believe that she/he or another person is at risk of physical, psychological harm/injury/illness. Harassment can take many forms. It can include name-calling, jokes, slurs, insults, graffiti, threats, unwanted physical contact, physical violence, or actions which make an individual feel uncomfortable. It may also include avoiding or excluding someone from taking part in a Simcoe Muskoka District Health Unit initiative on purpose. For the purposes of this policy, the term harassment includes, but is not limited to, any actual or attempted assault (for sexual assault see Policy HS0108 Sexual Harassment); any threat; any verbal or psychological abuse, bullying, mobbing, discrimination or working in a poisoned environment as defined below: Psychological Abuse o An act that provokes fear or diminishes an individual s dignity or self-worth or that intentionally inflicts psychological trauma on another. Threat o This is a communicated intent (verbal or written) to inflict physical, psychological or other harm on any person or to property by some unlawful act. Verbal Abuse o The use of vexatious comments that are known, or that ought to be known, to be unwelcome, embarrassing, offensive, threatening or degrading to another person, which causes the person to believe his/her health and safety are at risk. Page 1 of 5

2 Bullying o Bullying differs from harassment and discrimination in that the focus is rarely based on gender, race or disability. It is persistent and unwelcome and it is rarely a single incident and tends to be an accumulation of many small incidents. The focus is often on competence, or rather the alleged lack of competence of the bullied person. Mobbing o Mobbing is an emotional abuse in the workplace. It begins when an individual or group becomes the target of disrespectful and harmful behaviours. Mobbing is ganging up by co-workers, subordinates or superiors, to force someone out of the workplace through rumour, innuendo, intimidation, humiliation, discrediting and isolation. Discrimination o Discrimination occurs when individuals are treated differently, or prevented from getting the same opportunities that others have. Poisoned work environment o This is a form of discrimination which spoils the work environment because of comments or actions related to the prohibited grounds. It is not necessarily directed toward an individual, but creates an environment which is intimidating, hostile, humiliating or offensive and may interfere with work performance. Complainant: An individual who alleges that harassment has occurred. For the purposes of this policy, this would include staff, management, volunteers, and students. Respondent: Supervisor: The individual(s) who is alleged to be guilty of harassment. The person to whom an employee directly reports. Policy The Simcoe Muskoka District Health Unit will not tolerate any type of harassment within the workplace or at work-related activities. The Simcoe Muskoka District Health Unit Board of Health members, management, employees, students, volunteers and contractors recognize the potential for harassment and will therefore make every reasonable effort to identify all potential sources of harassment to eliminate or minimize these risks. Any acts of harassment perceived or otherwise, that cannot be resolved personally should be reported to the appropriate member of management. All complaints will be dealt with in a timely and confidential manner by the person receiving the complaint. Acts of harassment are subject to appropriate disciplinary action. Simcoe Muskoka District Health Unit will not tolerate any retaliation in any way against a person who has complained of harassment or threats, given evidence in a harassment investigation, or been found guilty of harassment. Anyone who retaliates will be subject to discipline in accordance with the health unit policy. It is assumed that all complaints are filed in good faith. Unfounded repetitive complaints filed by the same individual(s) will be reviewed by the Associate Director Corporate Service and be addressed accordingly. Filing a harassment complaint that the complainant or witness knows to be false (filed in bad faith) is a serious matter that is subject to disciplinary action. An employee reporting alleged harassment is not precluded from pursuing his/her rights under any other legislative or legal authority available to them. Page 2 of 5

3 Human resources will ensure that all management, staff, students and volunteers of the health unit participate in training. New staff will receive training as part of their orientation. This policy will be the subject of an ongoing awareness program for all employees. This policy is not intended to interfere with the appropriate and constructive feedback provided to employees by their Managers, Supervisors or colleagues. Procedures The following steps will be taken to eliminate or minimize the risks of harassment within the workplace: 1. Personal Resolution If you are the recipient or witness of an alleged harassment, you may wish to first try to handle the situation yourself. a) Request to meet with the respondent to discuss the issue. b) Identify clearly what is making you feel uncomfortable. What specific behaviours, statements, or printed materials are causing you discomfort? What is the situation? What happened? How is this situation making you feel and act? Has it changed the way you are working? Is harassment a part of what happened? How was it expressed? Was the harassment an action, was it words, or was it the posting of offensive material? Who was there when it happened? How were they involved? Was malice involved? What would you like to happen to resolve this problem fairly? c) Tell the person or the responsible party that the behaviour is unwelcome. Speak in terms of the specific behaviour, statement or situation and how it makes you feel. For example, When you said you smell bad, I felt angry and embarrassed or The poster you placed on your workstation wall uses language that offends me. d) Give the person an opportunity to respond. e) You should have your discussion as soon as possible and in as private a place as possible. f) If you do not want to confront the person or party responsible, or if you have taken these steps and are not happy with the response, the matter should be referred to your supervisor. 2. Informal Consultation and Complaint If you are the recipient or witness of an alleged harassment, and are not comfortable handling the situation yourself discuss the issue in full with your supervisor. With your permission, your supervisor will discuss the complaint with the respondent and the respondent s supervisor in an effort to reach a mutually acceptable resolution. This will be done without recourse to formal procedures. Page 3 of 5

4 The Supervisor will inform Human Resources of the alleged harassment immediately following disclosure from the employee. In the interest of the health unit, Human Resources may determine that the matter needs to be investigated more formally. 3. Formal Complaint If you are the recipient of an alleged harassment, you may submit a formal, written complaint to your Supervisor, or if the Supervisor is the alleged respondent then to their Supervisor. a) The complaint will be made in writing as soon as possible after the alleged incident(s) wherever possible. The complaint should include details of the incident(s), dates, times, places, witnesses and names of all those involved. b) The complaint must be signed and dated by the complainant. c) Any Supervisor who receives a formal, written complaint or report of harassment will forward the complaint to Human Resources and the Service Director. d) Human Resources will provide a copy of the complaint to the respondent, Supervisor and Service Director. e) The respondent is provided the opportunity to respond to the allegation in writing with a copy to the recipient and involved supervisor(s), Service Directors and Human Resources. f) A respondent who acknowledges wrong doing will be subject to corrective action as deemed appropriate (see below). g) If a respondent does not acknowledge any wrong doing, Human Resources will recommend to the Medical Officer of Health that an investigation commence. 4. Investigation An investigation is part of the formal complaint process. An investigation is initiated by the Medical Officer of Health upon the recommendation of Human Resources. a) The Investigation Team will: Interview all parties identified in the complaint. All parties are expected to cooperate in the investigation and any efforts taken to resolve the complaint. Information related to the complaint is confidential. Document the complaint, the response to the complaint, and maintain accurate records. Establish all facts (place, time, name, witnesses and details of the behaviour). Render their findings and conclusions based on facts gathered during the investigation to the complainant(s), respondent(s) involved and the Medical Officer of Health. b) A person directly involved in the complaint, may appeal the investigation team s findings to the Medical Officer of Health within 2 weeks of learning of the decision. The Medical Officer of Health will make a decision within one week whether there is sufficient reason to re-investigate. c) The Medical Officer of Health will render a decision on the corrective action to be taken and inform the complainant, respondent, Supervisor(s), Service Director(s) and Human Resources of the decision in writing. d) Investigation documents are kept sealed and stored in Human Resources and are only accessible by Human Resources or the Medical Officer of Health. e) If the investigation team does not find evidence to support the allegation, there will be no documentation concerning the complaint in the alleged respondent s personnel file. 5. Corrective Action In determining corrective action, the following will be considered: Page 4 of 5

5 The degree to which the incident undermines personal dignity, work relationships, working climate and /or degree of threat. Any record of previous offences, their nature and degree of severity. The effectiveness of the corrective measure in preventing repetition of the behaviour. The working relationship of the complainant and the respondent. The effects of the harassment on the complainant. Corrective action may include but not be limited to one or more of the following forms of discipline, depending on the severity of the harassment (may involve more than one corrective action; not necessarily in this order): A formal apology from the respondent Reassignment, change in working relationships, Counselling the respondent about inappropriate behaviour, Training provided to the respondent, Conditional, monitored or restricted access to the workplace, Disciplinary action as deemed appropriate. 6. Follow-Up Human Resources will initiate a follow-up to the investigation to be conducted within a period of three months in order to: Ensure the harassment has stopped; Ensure there are no incidents of reprisal; and, Assure the parties involved of the Agency s ongoing support, which could include personal development or additional training. 7. Mediation Mediation may be considered after the Medical Officer of Health renders a decision in order to assist the parties involved in returning to a positive working environment. The complainant and respondent may have a staff representative accompany him/her during this process. Forms Related Policies HS0109 Workplace Violence HR0305 Grievance HS0101 Health & Safety HS0108 Sexual Harassment HR0101 Employee Conduct Appendix Final Approval Signature: Review/Revision History September 2010 Policy re-numbered, previous number B3.190 Page 5 of 5

HARASSMENT AND BULLYING POLICY AND PROCEDURE

HARASSMENT AND BULLYING POLICY AND PROCEDURE HARASSMENT AND BULLYING POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.03.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Definition 4. Unlawful grounds of harassment

More information

Dignity at Work. Policy and Procedure (previously known as Bullying and Harassment at Work Policy)

Dignity at Work. Policy and Procedure (previously known as Bullying and Harassment at Work Policy) Dignity at Work Policy and Procedure (previously known as Bullying and Harassment at Work Policy) 1 Briefing Note to Schools & Academies Status of Policy: This policy was reviewed and updated in September

More information

POLICY: WORKPLACE VIOLENCE PREVENTION

POLICY: WORKPLACE VIOLENCE PREVENTION POLICY: WORKPLACE VIOLENCE PREVENTION Cheshire is committed to providing a safe, healthy and supportive working environment by treating our employees and consumers with respect, fairness and sensitivity.

More information

POLICY ON WORKPLACE HARASSMENT

POLICY ON WORKPLACE HARASSMENT POLICY ON WORKPLACE HARASSMENT VERSION 1.0 POLICY ON WORKPLACE HARASSMENT A. Introduction 1. Perbadanan Insurans Deposit Malaysia ( PIDM ) is fully committed to a safe, healthy and harassment-free work

More information

ANTI-BULLYING AND HARASSMENT POLICY, 2011

ANTI-BULLYING AND HARASSMENT POLICY, 2011 Adopted by Council: May 9, 2011 Amended by Council: September 15, 2014 ANTI-BULLYING AND HARASSMENT POLICY, 2011 The Corporation of the District of Sooke ( District ) respects the rights and interests

More information

Human Resource Policy Manual Respectful Workplace Policy

Human Resource Policy Manual Respectful Workplace Policy PURPOSE At Veresen Inc., every employee has the right to work in an environment that is free of harassment and violence, and where respectful and professional working relationships between all employees

More information

Workplace Anti-Harassment Policy (Alberta)

Workplace Anti-Harassment Policy (Alberta) Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.

More information

Harassment Prevention

Harassment Prevention Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application

More information

AP Respectful Workplace Administrative Procedure. Department: Human Resources Section: Employee and Labour Relations

AP Respectful Workplace Administrative Procedure. Department: Human Resources Section: Employee and Labour Relations Respectful Workplace Administrative Procedure AP 305.27 Department: Human Resources Section: Employee and Labour Relations The Annapolis Valley Regional School Board ( School Board ) is committed to fostering

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE

LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE LU Employee Relations 1 st October 2010 London Underground - Harassment and Bullying at Work Policy and Procedure Issue date: 1 st

More information

Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work)

Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work) Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work) Version: Version 1 Aim / Scope: The College believes that every member of staff has the right to work in a supportive

More information

Employment Policies, Procedures & Guidance

Employment Policies, Procedures & Guidance HARASSMENT AT WORK POLICY Introduction The Council, as part of its responsibility as an employer for providing a safe and healthy workplace and working environment for all its employees, is committed to:

More information

3.3 Examples of bullying/harassing behaviour may include:

3.3 Examples of bullying/harassing behaviour may include: CODE ON DIGNITY AT WORK AND STUDY The School embraces and values diversity of its staff and student population and seeks to promote equality as an essential element in enhancing the School s contribution

More information

Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation

Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation Chapter 3 - Section 12 Complaints of Discrimination, Harassment, Bullying and Victimisation 1 Introduction 1.1 The Governing

More information

Equal opportunities and dignity at work policy

Equal opportunities and dignity at work policy Equal opportunities and dignity at work policy Aims In line with the Equality Act 2010 1, this policy aims to ensure everyone has the right to be treated fairly at work or when using our services. The

More information

HR 200 Prevention of Workplace Violence &

HR 200 Prevention of Workplace Violence & HR 200 Prevention of Workplace Violence & Originating Document LB 42/43-2010 Effective Date November 25, 2015 Last Modified June 23, 2010, Review June 20, 2014 Last Modified June 17, 2015 Personnel Committee

More information

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being

More information

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment Revised March 2013 Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment I. Policy Statement It is the policy

More information

STAFF HARASSMENT AND BULLYING

STAFF HARASSMENT AND BULLYING STAFF HARASSMENT AND BULLYING 1. Introduction This governing body shares the Local Authority's opposition to harassment and workplace bullying and its commitment to their elimination from the workplace.

More information

3. Policy on Harassment including Sexual Harassment and Bullying

3. Policy on Harassment including Sexual Harassment and Bullying 3. Policy on Harassment including Sexual Harassment and Bullying Schedule C Introduction Lincoln College is committed to equal opportunities and to providing an environment in which all staff (both employees

More information

Dispute Resolution Policy and Procedures

Dispute Resolution Policy and Procedures Dispute Resolution Policy and Procedures Policy Scope This policy applies to all full- and part-time employees of the governing body, including those with fixed-term contracts. Purpose The governing body

More information

Canadian Pacific Railway

Canadian Pacific Railway Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values

More information

Sample Workplace Violence and Harassment Prevention Policy and Program

Sample Workplace Violence and Harassment Prevention Policy and Program Sample Workplace Violence and Harassment Prevention Policy and Program Name of Organization Mission Name of organization is committed to providing a safe, healthy and supportive work environment by treating

More information

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY Policy Statement 1. Volleyball Canada is committed to the prevention of workplace violence and harassment, and is ultimately responsible for worker

More information

Version Date Comments / Changes 1.0 June 2005 Initial policy was released

Version Date Comments / Changes 1.0 June 2005 Initial policy was released Page 1 of 17 APPROVED (S) REVISED / REVIEWED SUMMARY Version Date Comments / Changes 1.0 Initial policy was released 2.0 May 2014 The initial Respectful Workplace policy was implemented in 2005 and since

More information

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW TITLE WORKPLACE VIOLENCE: PREVENTION AND RESPONSE (FORMERLY WORKPLACE ABUSE AND HARASSMENT) DOCUMENT # 1115 APPROVAL LEVEL Alberta Health Services Executive Committee SPONSOR Human Resources, Workplace

More information

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES SCHOOL DISTRICT No. 36 (SURREY) 1. Definitions 1.1 Bullying and Harassment: inappropriate conduct or comment by a person towards an employee that the person knew or reasonably ought to have known would

More information

WORKPLACE BULLYING & HARASSMENT

WORKPLACE BULLYING & HARASSMENT WORKPLACE BULLYING & HARASSMENT Category: Policy Doc ID: JT-HR-POL-0002 Version: 8.0 At JTMEC Pty Ltd ( JTMEC ) we are committed to providing a safe and healthy workplace at all of our work sites in which

More information

Dignity and Respect at Work

Dignity and Respect at Work Dignity and Respect at Work Introduction The University of Suffolk is committed to creating a work environment free of harassment and bullying, where everyone is treated with dignity and respect. The University

More information

Policy and Procedures

Policy and Procedures RESPECTFUL WORKPLACE: Respectful Workplace Procedures: Early Problem Resolution Most workplace conflict and issues can be resolved through early problem resolution intervention and initiatives. The objective

More information

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,

More information

a) what 'unlawful workplace discrimination', 'harassment' and 'bullying' mean;

a) what 'unlawful workplace discrimination', 'harassment' and 'bullying' mean; Discrimination, Harassment and Bullying Protocols for Employees, Contractors and Volunteers Everyone at International Grammar School has the legal obligation not to discriminate against, or harass for

More information

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY CONTENTS Page 1.0 Policy Statement 2 2.0 Definitions 3 2.1 Harassment 3 2.3 Bullying 3 2.4 Victimisation 3 3.0 Responsibilities 4 4.0 Support

More information

TORONTO TRANSIT COMMISSION WORKPLACE VIOLENCE POLICY

TORONTO TRANSIT COMMISSION WORKPLACE VIOLENCE POLICY TORONTO TRANSIT COMMISSION WORKPLACE VIOLENCE POLICY 1.0 POLICY STATEMENT The Toronto Transit Commission ( TTC ) is committed to providing a safe work environment and service that is free from violence

More information

Grievance, Bullying and Harassment Policy and Procedure

Grievance, Bullying and Harassment Policy and Procedure Grievance, Bullying and Harassment Policy and Procedure One Education February 2015 1 This policy and procedure has been produced by One Education s HR and People service. The HR and People team provides

More information

APPROVED: September 1, 2013

APPROVED: September 1, 2013 Page 1 of 6 Background Employees, students, volunteers, parents and all others who visit District facilities are required to conduct themselves in a manner which promotes and protects the best interests

More information

Carlton Cards Limited

Carlton Cards Limited Carlton Cards Limited POLICIES, STANDARDS AND PROCEDURES ISSUING DEPT: HUMAN RESOURCES REVISION DATE: July 2014 TITLE: Workplace Harassment & Violence Prevention Policy A. PURPOSE The purpose of this policy

More information

DISCRIMINATION AND HARRASSMENT POLICY (Employment)

DISCRIMINATION AND HARRASSMENT POLICY (Employment) LOCAL LAW NO.4 OF THE YEAR 1999 A local Law Establishing an Employment Discrimination and Harassment Policy for the Town of Kirkwood Adopted June 1, 1999 Be it enacted by the Town Board of the Town of

More information

EVERYONE'S RESPONSIBILITY

EVERYONE'S RESPONSIBILITY EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace December 2006 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division

More information

3.3.1 Harassment-Free Workplace Harassment

3.3.1 Harassment-Free Workplace Harassment 3.3.1 Harassment-Free Workplace KCTCS is committed to providing a work environment that is respectful, professional, and free from unlawful harassment and other forms of illegal discrimination. Individuals,

More information

PREVENTION OF SEXUAL HARASSMENT

PREVENTION OF SEXUAL HARASSMENT PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank [ PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank February 2003 [ CONTENTS Page No. Foreword v Commitment

More information

EVERYONE'S RESPONSIBILITY

EVERYONE'S RESPONSIBILITY EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division

More information

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation 1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where

More information

CITY OF PORTLAND POLICY AGAINST HARASSMENT

CITY OF PORTLAND POLICY AGAINST HARASSMENT CITY OF PORTLAND POLICY AGAINST HARASSMENT I. POLICY AGAINST HARASSMENT Employees are the most important part of this organization. They deserve to be treated with respect and dignity. It is the policy

More information

EEO and Diversity Policy

EEO and Diversity Policy . EEO and Diversity Policy Owner Policy Approved by Managing Director Group Executive Human Resources Date: 08/04/14 Direct questions on Policy to Policy to be reviewed no later than Group Executive Human

More information

ADMINISTRATIVE PROCEDURE 875 HARASSMENT

ADMINISTRATIVE PROCEDURE 875 HARASSMENT 875 Page 1 of 5 ADMINISTRATIVE PROCEDURE 875 HARASSMENT I. PURPOSE To provide definition and procedures for implementation of College policy concerning harassment. The College does not tolerate any form

More information

BULLYING/ANTI-HARASSMENT

BULLYING/ANTI-HARASSMENT BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi

More information

Bullying and Harassment at Work Policy

Bullying and Harassment at Work Policy Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment

More information

3 Everyone has the right to be treated with dignity and respect at work. This policy explains:

3 Everyone has the right to be treated with dignity and respect at work. This policy explains: Dignity at Work Why do we have a Dignity at Work Policy? 1 Harassment, bullying and victimisation are not allowed at the GMC. Harassment and bullying can have very serious consequences for individuals.

More information

SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY.

SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY. FÁS Community Training SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY. Harassment in the workplace has been recognised as an unfortunate aspect of working life. It can take many forms though the

More information

A RESPECTFUL WORKPLACE, VIOLENCE AND HARASSMENT PREVENTION POLICY POLICY CODE: A 3.7

A RESPECTFUL WORKPLACE, VIOLENCE AND HARASSMENT PREVENTION POLICY POLICY CODE: A 3.7 POLICY CODE: A 3.7 Purpose: The London District Catholic School Board (the board ) values and respects inclusive systems to foster and maintain positive learning and working environments in all board facilities.

More information

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2)

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2) Bullying And Harassment At Work Guidance For Employees Everyone should be treated with dignity and respect at work. Bullying and harassment of any kind are in no-one s interest and should not be tolerated

More information

Human Resources Policies and Procedures

Human Resources Policies and Procedures SECTION: Code of Conduct POLICY NUMBER: HR 009 SUBJECT: Harassment & Discrimination CVC is committed to providing a working environment free of discrimination and harassment. The CVC recognizes that all

More information

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT I. POLICY STATEMENT The Town of Amherst is committed to maintaining a workplace free of discrimination, harassment,

More information

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment 1. PURPOSE AND SCOPE The Royal Australasian College of Surgeons (the College) is committed to equality of opportunity and ensuring that the working and training environment is free from bullying, harassment

More information

Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide

Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide Table of Contents 1 About this Guide... 2 2. Introduction... 3 3. Definitions- what is and what is not discrimination,

More information

LONDON PUBLIC LIBRARY POLICY

LONDON PUBLIC LIBRARY POLICY LONDON PUBLIC LIBRARY POLICY Title of Policy: Workplace Violence Prevention Policy Type: Board Operational Linkage Policy No.: OR-L-03 Effective Date: May 26, 2016 Review Date: June (Annual) PURPOSE: London

More information

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter.

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter. Chapter 11 HARASSMENT AND BULLYING/DIGNITY AT WORK 11.1 Harassment and bullying overview Harassment at work may give rise to a claim by an employee that they have been discriminated against on the grounds

More information

City of Toronto Human Rights and Anti-Harassment Policy

City of Toronto Human Rights and Anti-Harassment Policy City of Toronto Human Rights and Anti-Harassment Policy TABLE OF CONTENTS 1.0 Policy Statement...3 2.0 Application...3 3.0 Roles And Responsibilities...4 4.0 Definitions...7 5.0 Harassment And Discrimination

More information

Workplace Violence and Harassment Prevention

Workplace Violence and Harassment Prevention Workplace Violence and Harassment Prevention Workplace Violence & Harassment Prevention "The government has acted to protect workers from workplace violence. Everyone should be able to work without fear

More information

SAMPLE WORKPLACE VIOLENCE POLICY

SAMPLE WORKPLACE VIOLENCE POLICY 1 SAMPLE WORKPLACE VIOLENCE POLICY Please note that this is a generic template. Bill 168 requires that each employer identify the specific risks associated with each of their worksites, develop procedures

More information

PSYCHOLOGICAL HARASSMENT POLICY

PSYCHOLOGICAL HARASSMENT POLICY PSYCHOLOGICAL HARASSMENT POLICY Marianopolis College in accordance with the Quebec Charter of Human Rights and Freedoms respects the dignity of everyone in the College Community. The College is committed

More information

Privacy Commissioner Te Mana Matapono Matatapu. Work Place Bullying Harassment Policy OPC/1803 /A335768

Privacy Commissioner Te Mana Matapono Matatapu. Work Place Bullying Harassment Policy OPC/1803 /A335768 Privacy Commissioner Te Mana Matapono Matatapu Work Place Bullying Harassment Policy OPC/1803 /A335768 2 PURPOSE The Office of the Privacy Commissioner is committed to ensuring people are treated with

More information

Are you aware of any similar incidents in the past? If yes, provide details:

Are you aware of any similar incidents in the past? If yes, provide details: Vuteq Canada Inc. WORKPLACE VIOLENCE REPORTING FORM Part 1 - Employee Information (to be completed by employee) Name Department Date and time of incident Date and time incident reported Incident reported

More information

Burton Hospitals NHS Foundation Trust. On: 18 November Review Date: November Corporate / Directorate

Burton Hospitals NHS Foundation Trust. On: 18 November Review Date: November Corporate / Directorate POLICY DOCUMENT Burton Hospitals NHS Foundation Trust MANAGEMENT OF BULLYING AND HARASSMENT POLICY Approved by: Executive Management Board On: 18 November 2014 Review Date: November 2017 Corporate / Directorate

More information

Specific examples of Sexual Harassment can be found in the Examples, Procedures, and Accountabilities addendum to this policy.

Specific examples of Sexual Harassment can be found in the Examples, Procedures, and Accountabilities addendum to this policy. Respectful Workplace Policy Application The Respectful Workplace Policy (the Policy) applies to all EPCOR Employees including permanent, regular, temporary, casual and contract Employees ( Employees ).

More information

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative)

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

STEPS to Recovery. Title: Workplace Violence & Harassment Policy

STEPS to Recovery. Title: Workplace Violence & Harassment Policy Page 1 of 6 1.0 Purpose/Scope: STEPS to Recovery is committed to preventing workplace violence and harassment. This policy defines behaviour that constitutes workplace violence and harassment, and explains

More information

SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS

SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS I. GENERAL STATEMENT OF POLICY Objective The MicroSociety Academy Charter School (MACS) will not discriminate

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1. Underlying Principle Equality, Diversity and Inclusion Policy A F Blakemore appreciates that everyone is different and has something unique to offer and wants to respect and understand these differences

More information

Anti-Bullying Policy and Procedure

Anti-Bullying Policy and Procedure Anti-Bullying Policy and Procedure HR1052 Page 1 of 5 1. Overview Bullying can happen in all types of workplaces. Bullying is a serious concern within the workplace because it may affect the emotional,

More information

Discrimination, Bullying, and Harassment Policy

Discrimination, Bullying, and Harassment Policy Discrimination, Bullying, and Harassment Policy Policy name Discrimination, Bullying, and Harassment Policy Policy number FSP002 Date approved 18 February 2015 Approving body The Cairnmillar Institute

More information

Queen s University Belfast. Bullying and Harassment Complaints Procedure

Queen s University Belfast. Bullying and Harassment Complaints Procedure Queen s University Belfast Bullying and Harassment Complaints Procedure 1. Introduction 1.1 Queen s University Belfast is an international community that is both multi-cultural and diverse. All members

More information

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women.

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women. CWEALF Publications Sexual Harassment in the Workplace Introduction Sexual harassment on the job is a form of sex discrimination. Although it is illegal and costly to the employer and the employee, it

More information

DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY

DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY 1. INTRODUCTION 1.1 The Institute has revised its policies and procedures for dealing with complaints of bullying,

More information

Draft. Workplace Bullying a Workers Guide

Draft. Workplace Bullying a Workers Guide Draft Workplace Bullying a Workers Guide Bullying behaviour can occur in any workplace and can take place between anyone including managers, supervisors, co-workers, contractors and volunteers. Workplace

More information

Harassment and Bullying Policy

Harassment and Bullying Policy Harassment and Bullying Policy Author Christine Davy Date Approved by Governing Body 10 th February 2016 Signed Staff Lead Governor Lead Hayley Van Heuveln Chair of Governors Christine Davy Hayley Can

More information

Workplace Violence and Harassment Prevention Policy and Program

Workplace Violence and Harassment Prevention Policy and Program Workplace Violence and Harassment Prevention Policy and Program Plan Developed: March 2010 Plan Updated/Reviewed Annually and on as needed basis Developed In consultation with TCE s JHSC, CUPE Approved

More information

Workplace Bullying, Harassment and Sexual Harassment Policy

Workplace Bullying, Harassment and Sexual Harassment Policy Page 1 of 8 1. Title Workplace Bullying, Harassment and 2. Purpose The purpose of the Workplace Bullying, Harassment and is to ensure Regis maintains and demonstrates a safe working environment aligned

More information

THE CORPORATION OF THE TOWNSHIP OF BLANDFORD-BLENHEIM

THE CORPORATION OF THE TOWNSHIP OF BLANDFORD-BLENHEIM THE CORPORATION OF THE TOWNSHIP OF BLANDFORD-BLENHEIM Section: Subject: Reference: Health and Safety Workplace Violence Policy Policy Number: HS 20 Date Approved: Date Last Reviewed: Date Last Revised:

More information

(a) Providing and maintaining a healthy and safe work environment that is free from any form of violence;

(a) Providing and maintaining a healthy and safe work environment that is free from any form of violence; POLICY CATEGORY AUTHORITY RELATED POLICIES APPROVED BY Workplace Violence Policy Corporate All departments Workplace Harassment and Discrimination Policy Work Refusal Policy Job Hazard Analysis (JHA) Community

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

HARASSMENT-FREE BASEBALL. ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC

HARASSMENT-FREE BASEBALL. ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC POLICY STATEMENT HARASSMENT-FREE BASEBALL ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC The Australian Baseball Federation Incorporated (ABF), is the recognised,

More information

Workplace Violence A National Organization

Workplace Violence A National Organization Workplace Violence A National Organization Workplace violence: prevention, protocols and sanctions Policy The Society is committed to providing a safe work environment and recognizes that workplace violence

More information

Dignity at Work and Study Procedure for Staff

Dignity at Work and Study Procedure for Staff THE UNIVERSITY OF MANCHESTER Dignity at Work and Study Procedure for Staff Alternative formats This procedure is available in a number of alternative formats. Please contact the Equality and Diversity

More information

Policies and Risk Management

Policies and Risk Management Policies and Risk Management Helmet Policy The Ontario Snow Resorts Association and Mt. Dufour Ski Area recommend wearing helmets for skiing and riding. Skiers and snowboarders are encouraged to educate

More information

X-11 DISCRIMINATION AND HARASSMENT VIOLATIONS 1 OF 10 (includes sexual harassment)

X-11 DISCRIMINATION AND HARASSMENT VIOLATIONS 1 OF 10 (includes sexual harassment) 1 OF 10 The university seeks to provide an educational community and workplace free of prohibited discrimination and harassment. To that end, it has adopted the following nondiscrimination statement: Elon

More information

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions

More information

WORKPLACE VIOLENCE PREVENTION AND RESPONSE

WORKPLACE VIOLENCE PREVENTION AND RESPONSE General Policies Human Resources Section II: Workplace Violence Prevention Page 1 POLICY: SECTION: WORKPLACE VIOLENCE PREVENTION AND RESPONSE II General Policies Human Resources MOTION#/DATE: 07 - October

More information

Proposed University Response to Workplace Bullying. Faculty Welfare

Proposed University Response to Workplace Bullying. Faculty Welfare Proposed University Response to Workplace Bullying Faculty Welfare What can we do about bullying? Make it clear that bullying will not be tolerated. Move Carolinian Creed into the body of the Faculty Manual.

More information

DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT. Human Resources Manager

DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT. Human Resources Manager Ref: IN-117 DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT AREA: Trust Wide NAME OF RESPONSIBLE COMMITTEE / INDIVIDUAL NAME OF ORIGINATOR / AUTHOR Human Resources Manager DATE ISSUED December

More information

THE CORPORATION OF THE CITY OF WINDSOR POLICY

THE CORPORATION OF THE CITY OF WINDSOR POLICY THE CORPORATION OF THE CITY OF WINDSOR POLICY Policy No.: HRHSPRO-00026(a) Department: Human Resources Approval Date: June 7, 2010 Division: Occupational Health & Safety Services Approved By: City Council

More information

Miller School District Bullying Policy Regulations

Miller School District Bullying Policy Regulations Miller School District Bullying Policy ------------------Regulations I. Definitions A. Bullying means systematically and chronically inflicting physical hurt or psychological distress on one or more students

More information

explicitly or implicitly, as a term or condition of the targeted individual s education or participation in school programs or activities; and/or

explicitly or implicitly, as a term or condition of the targeted individual s education or participation in school programs or activities; and/or Anti-Bullying Harassment Policy 105 ANTI-BULLYING/HARASSMENT POLICY Harassment and bullying of students and employees are against federal, state and local policy, and are not tolerated by the board. The

More information

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers.

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers. HR policy Equality and Diversity 1. Policy statement 1.1 The NHS Business Services Authority (NHSBSA) values the diverse nature of its customers and workforce, and is committed to equality of opportunity

More information

Bullying and Harassment Policy and Procedure

Bullying and Harassment Policy and Procedure Bullying and Harassment Policy and Procedure Number: THCCGHR12 Version: 01 The purpose of this Policy is to set out NHS Tower Hamlets Clinical Commissioning Group (CCG) position and procedures on dealing

More information

Dignity and Respect at Work Policy (Anti Bullying & Harassment)

Dignity and Respect at Work Policy (Anti Bullying & Harassment) Dignity and Respect at Work Policy (Anti Bullying & Harassment) Version: 4 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee

More information