HarassmentandDiscriminationintheWorkplace.doc - TOOL...

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TOOL: Harassment and Discrimination in the Workplace POSTED: March 2012 [Insert your organization’s name here] HARASSMENT AND DISCRIMINATION IN THE WORKPLACE Policy: __________ is committed to providing a safe and respectful work environment for all employees. It is our policy to recognize the dignity and worth of each member of our workforce and to provide for equal rights and opportunities without discrimination. Every employee has the right to work in an environment free of harassment and discrimination and to be treated with respect, courtesy and tact. __________ will not tolerate harassment and discrimination in the workplace. __________ recognizes the multicultural and diverse composition of its workforce and will not tolerate expressions of prejudice and objectionable attitudes. Employees may register complaints about harassment and discrimination with assurance of prompt action and without fear of reprisal. All complaints will be treated seriously. This Policy applies to all employees of __________ and all activities that occur while on any of our premises or while engaging in __________ work, related activities or our social events. Harassment is considered an offence, subject to disciplinary measures, up to and including dismissal. Harassment is against the law. The Ontario Human Rights Code prohibits harassment on prohibited grounds. The Ontario Occupational Health and Safety Act protects us from workplace harassment. You have a right to live and work without being harassed, and if you are harassed, you can do something about it. Employees' responsibilities: All employees have the responsibility to treat each other with respect, and to speak up if they or someone else is being harassed. Employees who believe they have been treated in an improper and offensive manner are expected to first communicate to the offending party, as soon as possible, directly or through a manager, their disapproval or unease. All employees have a responsibility to report harassment to the appropriate person and to comply with this Policy. All employees are responsible for respecting the confidentiality of anyone involved in a harassment complaint and for cooperating in any investigations of complaints. Managers' responsibilities: Each program director is responsible for fostering a safe working environment, free of harassment. Program Directors must set an example for appropriate workplace behaviour, and must deal with situations of harassment immediately on becoming Global Child Care Services agreed to share this document as a resource for the CCHRSC’s HR Toolkit. Resources are provided for reference only. Always consult current legislation in your jurisdiction to create policies and procedures that meet the needs of your organization. CHILD CARE HUMAN RESOURCES SECTOR COUNCIL 1
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aware of them, whether or not there has been a complaint. A manager who did nothing to prevent harassment or to mitigate its effects may find her or himself facing financial and legal consequences.
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  • Fall '13
  • Robert
  • Microeconomics, HARASSMENT, Human Resources Sector, RESOURCES SECTOR COUNCIL, Global Child Care

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