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Rainbow Routes Association Page |1 Violence and Harassment Policy and Procedure O: July 24, 2014 Intent The purpose of this policy is to create a safe and healthy work environment by defining workplace violence and harassment, ensuring that all staff and volunteers know how to respond to workplace violence and harassment, implementing measures and prevent, address and/or control the risk of workplace violence and harassment, and clarifying roles and responsibilities. Definitions Workplace Violence means but is not limited to: • The exercise of physical force by a person against a worker or volunteer, in a workplace, that causes or could cause physical injury; • An attempt to exercise physical force against a worker or volunteer, in a workplace, that causes or could cause physical injury; • A statement or behaviour that is reasonable for a worker or volunteer to interpret as a threat to exercise physical force against a worker or volunteer, in a workplace, that causes or could cause physical injury; Personal Harassment - is any unsolicited, unwelcome, disrespectful or offensive behaviour that an underlying sexual, bigoted, ethnic or racial connotation and can be typified as: • An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; • A demand for sexual favours in return for (continued) employment or more favourable employment treatment; • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation and/or based on religion; • Suggestive or offensive remarks; • Bragging about sexual prowess; • Offensive jokes or comments of a sexual nature about an employee; • Unwelcome language related to gender; • Displaying of pornographic or sexist pictures or materials; • Leering (suggestive persistent staring); • Physical contact such as touching, patting, or pinching, with an underlying sexual connotation; • Sexual assault; for the most part, victims of sexual harassment are female. However, conduct directed by female employees towards males and between persons of the same sex can also be held to constitute sexual harassment. Racial Harassment Ethnic Harassment - is defined as any conduct or comment which causes humiliation to an employee or volunteer because of his/her racial or ethnic background, colour, place of birth, citizenship or ancestry. Examples of conduct which may be racial or ethnic harassment include: • Unwelcome remarks, jokes or innuendos about a person's racial or ethnic origin; • Colour, place of birth, citizenship or ancestry; • Displaying racist or derogatory pictures or other offensive material; • Insulting gestures or practical jokes based on racial or ethnic grounds which create awkwardness or embarrassment; • Refusing to speak to or work with someone or treating someone differently because of their ethnic or racial background. Rainbow Routes Association Page |2 Workplace Bullying - is any severe, repeated conduct that negatively impacts the psychological or physical well-being of a worker or volunteer, such as: • an attempt to exercise physical force against a worker or volunteer, in a workplace, that could cause physical injury to the worker or volunteer; • a statement or behaviour that it is reasonable for a worker or volunteer to interpret as a threat to exercise physical force against the worker or volunteer, in a workplace, that could cause physical injury; • physical attacks and other forms of violence, such as hitting or kicking; • verbal taunting or threats, name-calling and put-downs; • spreading of rumours; and • sending embarrassing, hurtful and threatening messages using technology such as the Internet or cell phones. This is known as cyber-bullying (electronic bullying, online bullying, or cyber harassment). • Behaviour where a severe, repeated conduct negatively impacts the psychological or physical well-being of a worker or volunteer. Workplace violence and harassment may take many forms including: • Physical acts - hitting, shoving, pushing, kicking, sexual assault • Verbal/written - threats, swearing, name calling, insults • Emotional – excluding, shunning • Sexual – inappropriate conduct, comments, solicitation • Electronic – computer, mobile devices Policy Rainbow Routes Association strictly prohibits violence and harassment in the workplace and is committed to providing a safe and healthy work environment free from violence, threats of violence, harassment, intimidation and disruptive behaviour for all our employees and volunteers. At Rainbow Routes Association, every employee and volunteer has a right to freedom from: harassment in the workplace because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences for which a pardon has been granted and not revoked, marital status, family status or disability. a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the person where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; a reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person. Bullying, where a severe, repeated conduct negatively impacts the psychological or physical well-being of a worker or volunteer. Reporting/Immediate Assistance Acts of workplace violence or harassment are to be reported by the individual without delay to their supervisor. Reports will be investigated and addressed as appropriate in accordance with this policy. If an incident of workplace violence, occurs, or is likely to occur, and immediate response is required summon immediate assistance by contacting police at 911. Individual Responsibility Every staff and volunteer is personally accountable and responsible for acting in compliance with this policy, enforcing this policy and making every effort to prevent violence, discrimination and/or harassing behaviour. As such, employees must report every incident of violence and/or harassment Rainbow Routes Association Page |3 immediately, whether it was observed, happened to them personally, or if the problem was reported to them. Disciplinary Measures • Rainbow Routes Association will take all complaints of harassment, bullying or violence seriously, and will conduct a thorough investigation into the matter. • If it is determined that any employee or volunteer has been involved in violent actions, or the harassment or bullying of another employee or volunteer, immediate disciplinary action will be taken. • Disciplinary action may involve counselling, a formal warning and could result in immediate dismissal without further notice, or police involvement as appropriate. • It is a violation of Rainbow Routes Association Policy for anyone to knowingly make a false complaint of violence or harassment, or to provide false information about a complaint. Individuals who violate this Policy are subject to disciplinary and/or corrective action, up to and including termination of employment. This policy will be reviewed on an annual basis or as deemed necessary.