Workplace Violence and Harassment Policy

Purpose
The organization is committed to maintaining a workplace where all individuals are treated with respect and dignity. We aim to create an environment that fosters safety, health, and respect, free from harassment of any kind. Harassment will not be tolerated from anyone in the workplace, including employees, supervisors, contractors, customers, clients, and the public. All workers will be protected from harassment, and everyone is expected to adhere to this policy. Management is responsible for ensuring the safety and well-being of all employees and will take necessary actions to protect individuals from violence and harassment.

Definitions

• Workplace refers to any location where work duties are carried out, including offices, job sites, vehicles, etc.

• Employees/Workers include all full-time, part-time, casual, contract, temporary, seasonal workers, co-op students, supervisors, and managers.

• Workplace Harassment includes any conduct or comment that is known or should reasonably be known to be unwelcome, including demeaning remarks, offensive jokes, bullying, and repeated harassment via calls or emails.

• Workplace Sexual Harassment involves unwelcome conduct or comments of a sexual nature, including advances or solicitations, where the individual knows or should reasonably know that their actions are unwelcome.

• Workplace Violence includes physical force or threats of force that could cause injury, such as vandalism, theft, assault, verbal abuse, yelling, and property damage.

Policy
All employees are encouraged to report any incidents of harassment, whether experienced personally or witnessed. No employee will face repercussions for reporting incidents made in good faith. A clear process is in place for reporting and investigating complaints. All reports will be handled with respect, fairness, and confidentiality. Incidents will be documented, and necessary steps will be taken to address the situation.

Supervisors are responsible for supporting a respectful workplace and reinforcing a zero-tolerance policy. They will ensure that workers receive appropriate training and follow procedures for reporting harassment. This policy will be posted in a visible location and reviewed annually.

Workplace Violence Prevention
Violence in the workplace is unacceptable. This policy applies to employees, clients, visitors, and anyone else interacting with the workplace. Measures are in place to protect workers from violence, including procedures to summon immediate help and methods for reporting incidents. Employers will ensure that workers have the proper information and training to prevent violence, and supervisors are responsible for ensuring compliance with these procedures.

Refusal of Unsafe Work
Under the applicable health and safety legislation, workers have the right to refuse unsafe work. If a worker believes they are at risk of violence, they should notify their supervisor and refuse to continue working. Management will then investigate the situation to assess potential risks and implement necessary safety measures.

Program and Procedure
The organization has established procedures to reduce risks of violence, including conducting violence risk assessments and implementing control measures such as alarms.

Reporting Procedures
Employees are encouraged to report any incidents of workplace violence, regardless of who the perpetrator is. Reports should be made to a direct supervisor or human resources. The report will include relevant details, such as who was involved, when and where the incident occurred, and a description of what transpired. Management will review the case and begin an investigation.

Investigation Process
Once a complaint is received, an investigation will begin. This process may involve interviewing the complainant, respondent, and any witnesses. The goal is to resolve the issue fairly and in a timely manner, generally within 90 days of the complaint. All findings and actions taken will be documented.

Domestic Violence
If it is determined that domestic violence may expose an employee to harm in the workplace, reasonable precautions will be taken to protect the affected employee.

Disciplinary Measures
Disciplinary actions will be taken in response to incidents of workplace violence or harassment. These actions will be proportionate to the severity of the behavior involved. In cases of serious misconduct, such as physical violence, immediate disciplinary action may include termination of employment.

Confidentiality
The organization will take steps to protect the confidentiality of the individuals involved in the complaint process. Information will only be disclosed when necessary for the investigation or corrective action, or as required by law.

This policy will be reviewed and updated as necessary to ensure that it continues to meet the needs of the organization and complies with applicable laws and regulations.