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Respectful Workplace Policy 25

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Township of Langley's respectful workplace policy
Transcript
   ownship o ngley RESPECTFUL WORKPLACE HUM N R SOUR S POLI Y APPROVED: AUGUST  8  1998 REVISED: MARCH 5 2004 FEBRUARY21 2008 SEPTEMBER 17 2008 SEPTEMBER 24 2013 SEPTEMBER  9 2014 OCTOBER 27  2016 REVIEWED: NOVEMBER 2014 PURPOSE TheTownship of Langley is committed to maintaininga workplacewhereeveryone is treated with respect and dignity.This includes maintaininga workplace free from discrimination andpersonal harassment. Suchan environmentrequires the cooperation and commitment of all parties.  t also requires a common understanding of what does and does not constitute discrimination or personal harassment knowledge of howto recognize and prevent occurrence  an appropriate complaint process so that concernscan be addressed  n a timely and fairway  and an appreciation for therights of all parties during a complaintresolution process. Thispolicy applies to Township of Langley elected officials  employees contractors andvolunteers as well as interaction betweensuch persons and with members of the public clients andcustomers.  t applies to all Township worksites.  t alsoapplies at employment- related functions or activities whether or not they occur at Townshipworksites  where there is animpact on the work environment PROHIBITEDCONDUCTDiscrimination andPersonal Harassment are not acceptable andare prohibited by the Township.Retaliation is alsoprohibited. The following definitions apply: 1. Discrimination is defined as any conduct that is a. based upon any of the protectedgroundsunderthe BC HumanRights Code race colour ancestry place of origin religion  marital status  lamily status  sex  physical or mental disability  sexual orientation gender identityor expression age  politicalbelief and criminalor summary conviction unrelated to employment ; b. unwelcome  or ought reasonably be known to be unwelcome;and 23  c detrimentallyaffects the work environment or leads to adversejob related consequences for the target of the discrimination The conduct does not have to bedirected at aspecific individualor be intentionallyoffensive to be considered Discrimination Someexamples of Discrimination can include: ã imposing job requirementsthatare not bona tide occupational requirements and which cannot be met due to disability; ã unwelcomecomments jokes  innuendo or teasing based ona person’srace colour  age or disability; ã homophobic comments or conduct; ã emailor other electronic materials containing inappropriate or unwelcome content related to a protected ground; or ã sexual harassment. Sexual harassment is aform of Discrimination and can occur between men andwomen individuals of the same gender individuals of the same ordiffering sexualorientation and includes harassment on the basis thatan individual is trans gendered. Sexual harassment may take a variety of forms  examples of which can include: ã unwelcome gestures or comments regarding physical appearance; ã unwelcome physical contact or sexual advances; ã posters pinups pictures or electronic imagesrelated to sex; ã any conduct that reasonablyleads to the perception that a condition of a sexual nature is being placed ona person’semployment or any opportunities for persons in the workplace; or  ã conductrelated to formerly consensual relationships or where there is a work related power imbalancebetween persons   an otherwise consensual relationship 2 Personal Harassment includes bullying and is definedas any inappropriate conduct comment display action or gesture directed at anotherthat a reasonable personknows or ought to knowwould havethe effect of creatingan intimidating humiliating hostile oroffensive work environment. To constitutePersonalHarassmentthere must be:a  repeated conduct comments  displays  actions or gestures; or b a single serious occurrence that has a lasting harmfuleffect on a person.Examples of PersonalHarassment caninclude: ã verbal or physical abuse  threats or violence; ã yelling  name calling or insults; ã harmful or offensivehazing orinitiation practices; ã vandalizing someone’sbelongings orwork equipment; ã sabotagingsomeone’s work; ã personalattacks based on someone’s private life or personality traits; ã spreading malicious gossip or rumorsabout a person;24  ã subtle conductsuch as unwelcome non verbal gestures, manipulation  ignoring or isolating a person; or ã bullying. Bullying is a form of Personal Harassment that is marked by intentional  persistentattempts of a person or group to intimidate demean, humiliate torment control mentally or physicallyharm  or isolate anotherperson or group.Thisbehaviour through its persistence or severity diminishes the dignityor thepsychological or physical integrity of thetarget s . PersonalHarassment DOESNOT include: a. Human resources management: Supervision  direction or management of employeesundertaken  n a good faith manner fora legitimate work purpose does not constitutePersonalHarassment. For example,Personal Harassmentdoes not include changes to working conditions  corrective action discipline termination of employment decisions relating to workload anddeadlines,performance evaluation transfers, changes  n job duties, lay offs demotionsandreorganizationsunlesssuchconduct is carried out  n an abusive or threateningmanner or is intended to cause emotionalharm. b. Interpersonal conflict betweenpeople is not Personal Harassment unlessthe conflict results  n behavior that is consideredthreatening or abusive.Personaldisputes over non work related matters should not be engaged  n at the workplace. Disputes overwork related matters should be resolved respectfully between the persons involved or with the assistance of a supervisor manager or human resources. c. Interpersonalrelations that are normally connected to the roles and functions  n theworkplace do not constitutePersonalHarassment.Personal Harassment is a seriousmatter and is intended to apply to seriouscircumstances.  t is not intended to limit normalsocialinteraction or consensual relationships. 3. Retaliation is an adverse action taken against a person to whomthisPolic y applies for having:a.invoked thisPolicy  n good faith whether on behalf of herselforhimself or on behalf of anotherperson; b. participated or cooperated  n anyinvestigation under this Policy; or c. associated with a person who has invoked thisPolicy or participated  n these procedures. Retaliation damages the workplace by intimidating and silencing individuals for speaking up or for offering support.  t is therefore also considered Prohibited Conduct. 25
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