WORKPLACE HARASSMENT POLICY
Talent Employment Inc. is committed to providing a work environment in which all individuals are treated with dignity and respect. Individuals have the right to work in an environment that is free of any form of discrimination, including harassment, personal harassment, and bullyin , and that respects the dignity, self-worth and human rights of every individual.
Harassment is defined under the Occupational Health and Safety Act as “engaging in a course of vexatious comment or conduct against a worker in a workplace, that is known or ought reasonable to be known to be unwelcome.” Harassment may also relate to a form of discrimination as defined under the Ontario Human Rights code (race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status, or disability.)
Workplace harassment will not be tolerated from any person in the workplace. Workplace harassment may arise from a variety of source including customers, contractors, employers, supervisors, colleagues, members of the public and domestic partners.
The exercise of supervisory responsibilities, including training, performance appraisal, direction, instruction, counselling, and discipline does not constitute harassment as long as these are not being exercised in a harassing or intimidating manner.
Talent Employment Inc. Workplace Harassment Program implements this policy. Workers are encouraged to report any incidents of workplace harassment by submitting a Violent Incident Report. Management will investigate and address all incidents of workplace harassment in a fair and timely manner while respecting workers’ privacy as much as possible.
Maria Gemma Fuentes
January 4, 2017
WORKPLACE HARASSMENT POLICY – CONTINUED
⦁ The Talent Employment Inc. management team is committed to ensuring that every employee has the right to work in a harassment free workplace. The management team is concerned about the quality of work life’ and in keeping with the spirit of the Human Rights Code and its legal and social responsibilities as an employer, Talent Employment Inc. management will treat a complaint of harassment as a serious matter to be dealt with effectively and treated with sensitivity, discretion and confidentiality.
⦁ Proactively provide a positive workplace where human rights are respected and employees are afforded equal opportunities with a zero tolerance towards harassment and discrimination
⦁ Have a clear and effective Workplace Harassment Policy and Program
⦁ Ensure the policy and program are reviewed as often as is necessary
⦁ Communicated and review the policy and program with employees they supervise or manage
⦁ Refrain from any form of harassment or discrimination
⦁ Understand and abide by the requirements of the Workplace Harassment Policy and its program
⦁ Ensure a copy of the policy is posted in a conspicuous place in the workplace
⦁ Provide and participate in the information and instruction sessions for employees related to workplace harassment
⦁ Encourage employees to report complaints or incidents of workplace harassment
⦁ Promptly report all complaints or incidents of workplace harassment to their superior and seek their resolution.
⦁ Respond to, address and investigate complaints or incidents of workplace harassment in a professional manner appropriate for the circumstances of the complaint or incident in accordance with the Workplace Harassment program
⦁ Document all complaints or incidents of workplace harassment
⦁ Advise employees of their right to file a complaint under the Human Rights Code
⦁ Monitor the outcome of complaints
⦁ Provide employees who have been subjected to workplace harassment and their co-workers who witnessed the incident (s) with appropriate support
⦁ Refrain from any form of harassment or discrimination. A co-worker who infringes a right of another employee can be named as a personal respondent in a complaint
⦁ Comply with the Workplace Harassment Policy and Program at all times to protect themselves and others in the workplace from workplace harassment
⦁ Take part, in good faith, in training and educational activities related to workplace harassment prevention
⦁ Report immediately all incidents of workplace harassment experienced, witnessed or having knowledge to their supervisor or any other member of management without fear of reprisal or retaliation
⦁ Cooperate fully in the investigation of complaints or incidents of workplace harassment.
⦁ Explain to the person who is harassing them that the conduct is unwelcome. If addressing the person responsible could lead to an escalation of harassment, or to safety risks, the complainant is not expected to have to directly interact with that person. If a complainant feels that they can safely make it known to the person responsible that the behaviour is unwelcome, this may resolve the matter, or may assist them later if they make a compliant
⦁ Seek assistance from a manager or senior manager (as appropriate_ if the situation cannot be resolved by speaking to the person responsible for the harassment
⦁ Provide a written complaint (using the Violent Incident Report) to their manager (as appropriate) including details of:
⦁ What happened
⦁ When it happened
⦁ Where it happened
⦁ Who saw it happen
⦁ The complainant and respondent shall each be provided with a copy of the investigator’s report and the decision regarding outcomes
⦁ If there is no satisfactory evidence of harassment, no record of the complaint will be kept on any person’s file
No form of reprisal, whether actual or threatened, against a person who initiates or contemplates initiating a complaint of workplace harassment will be tolerated. An employee who participates or is involved in a reprisal, whether actual or threatened, may be subject to disciplinary action up to and including possible termination of employment.
Employee’s Rights of Redress
The provisions of this policy and program in no way affect the right of any person to exercise his or her rights under the Ontario Human Rights Code, the Workplace Violence policy and program, or other legal action.
January 4, 2017
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