BCHAZMAT Management Ltd. Harassment Policy – Issued Oct. 2013, revised annually
BCHAZMAT Management Ltd. is committed to a healthy and harassment-free work environment for all our employees. BCHAZMAT Management Ltd. has developed this policy and it is intended to prevent harassment of any type, including sexual harassment of its employees and to deal quickly and effectively with any incident that may occur.
Definition of Harassment:
Harassment occurs when an employee is subjected to unwelcome verbal or physical conduct because of race, religious beliefs, colour, place of origin, gender, physical or mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation.
Examples of harassment that will not be tolerated in BCHAZMAT Management Ltd. are: verbal or physical abuse, threats, derogatory remarks, jokes, innuendo or taunts related to any employee’s race, religious beliefs, colour, gender, physical or mental disabilities, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation. BCHAZMAT Management Ltd. also will not tolerate the display of pornographic, racist or offensive signs or images; practical jokes that result in awkwardness or embarrassment; and unwelcome invitations or requests, whether indirect or explicit.
Definition of Sexual Harassment:
BCHAZMAT prohibits discrimination based on the ground of gender, including sexual harassment. Unwanted sexual advances, unwanted requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or
- Submission to, or rejection of, such conduct by an individual affects that individual’s employment.
Sexual harassment can include such things as pinching, patting, rubbing or leering, “dirty” jokes, pictures or pornographic materials, comments, suggestions, innuendoes, requests or demands of a sexual nature. The behavior need not be intentional in order to be considered sexual harassment. All harassment is offensive and in many cases it intimidates others. It will not be tolerated within our company.
If you are being harassed:
- Tell the harasser that their behavior is unwelcome and ask them to stop.
- Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). You do not have to have a record of events in order to make a complaint, but a record can strengthen your case and help you remember details over time.
- Report the harassment. If, after asking the harasser to stop their behavior, the harassment continues, report the problem to you Supervisor or Manager.
- You also have the right to report any incident of assault that has occurred to the police.
Dealing with a Complaint
- Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem.
- Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence.
- If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser’s file.
- If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.
- Regardless of the outcome of a harassment complaint made in good faith, the employee lodging the complaint, as well as anyone providing information, will be protected from any form of retaliation by either co-workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company or harassment of an individual as a result of their having made a complaint or having provided evidence regarding the complaint.
Responsibility of Management
It is the responsibility of a manager, or any person within this company who supervises one or more employees, to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally.
BCHAZMAT Management Ltd. seeks to provide a safe and healthy work environment for its employees. Harassment will not be tolerated within this company.