NON-HARASSMENT POLICY STATEMENT

Document Sample
NON-HARASSMENT POLICY STATEMENT Powered By Docstoc
					                                      NON-HARASSMENT POLICY STATEMENT

We at Community Living Huronia (CLH) are committed to provide all employees with the right to
work in a bias-free environment. This commitment will ensure all employees receive fair and
respectful treatment. To this end, we have established a written policy regarding personal and
sexual workplace harassment.

WHAT IS HARASSMENT?

Workplace harassment refers to any unwelcome behaviour, gestures, conduct or talk that is directed at, and offensive to any employee and
is based on an employee’s race, gender, ancestry, place or origin, colour, ethnic origin, citizenship, creed, sexual orientation, age, marital
status, same-sex partnership status, family status or disability. Any unwanted remarks, gestures and behaviour that undermine the
employee’s job and creates an intimidating, offensive or embarrassing work environment are also indications of workplace harassment. It
can happen once, or it can be continuous and persistent.

WHAT SHOULD I DO IF IT HAPPENS TO ME?

                    If you believe you may be a victim of any form of workplace harassment, have the courage to let the person(s) know
                    immediately and firmly that his/her behaviour is unwelcome and ask them to stop such behaviour.

                 If the harassment continues, record for yourself details of the incidents and discussions. Tell the harasser you are
               recording these events. Report the problem to your Supervisor or Director, or your union representative.

If you feel more comfortable, you may report the problem directly to Human Resources.

In all cases, the matter will be dealt with in the strictest confidence and without implication to yourself.

All employees have a right and obligation to report instances of possible harassment to the appropriate parties.

WHAT WILL BE DONE?

                      If, after a full investigation, CLH finds the complaint valid, all the involved parties will try and come to a viable
                       solution. This situation may include disciplinary action, up to and including discharge.

                        If the complaint is not found to be valid, no record of the complaint will appear in any individual’s file.



WILL IT AFFECT MY WORK RECORD?

Any information provided by employees regarding workplace harassment will be handled with the strictest confidence by CLH and such
information shall not be disclosed except where necessary for investigative or disciplinary purposes. No record of the complaint will be kept
on the complainant’s or alleged harasser’s employment file if the complaint is found not to be valid or is unfounded. If the complaint is
substantiated, the harasser’s employment file will be documented accordingly.


HOW CAN I CONTRIBUTE TO A HARASSMENT-FREE WORKPLACE?

•     If you are unsure whether a certain remark or action may be considered offensive, refrain.
•     Do not tolerate any conduct or comments of a discriminatory nature. If you find you cannot deal with the situation yourself, report
      it.
•     If one of your co-workers has reported an incident of personal or sexual harassment, come forward as a witness.




A. Vipond, Executive Director                                                      Date