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Sexual harassment policies and procedures ca

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Where applicable, this policy also applies to volunteers, staff members, contractors, fee for service individuals, those governed under medical staff bylaws, and clients.

As an employer, the government of New Brunswick is committed to providing a work environment in which all individuals are treated with respect and dignity. It is the employer's responsibility to prevent and eliminate harassment in the workplace.

Diplomacy in Action

Harassment in the workplace is a form of discrimination. It is Sexual harassment policies and procedures ca and unwanted. It affects the individual's ability to learn and work. It can also be an expression of abuse of power, authority, or control and is coercive in nature.

Managers are responsible to take appropriate preventive or corrective action and to put a stop to any harassment they are aware of, whether or not a complaint is filed.

Failure to take appropriate action may result in disciplinary measures being imposed on the manager as well as the offending person. Harassment in the workplace will not be tolerated and managers must take appropriate action to protect their employees and others in the workplace. Harassment in the workplace constitutes a disciplinary infraction and shall be dealt with appropriately.

The abuse of one's authority or position, to intimidate, coerce, or harass is forbidden. All managers and supervisors are responsible for Sexual harassment policies and procedures ca employees' work environment.

This policy is not intended to limit or constrain the employer's right to manage. Performance reviews, work evaluation and disciplinary measures taken by the employer for any valid reason do not constitute harassment in the workplace. This policy delineates some unacceptable behavior but does not modify any other rights or obligations. For the purposes of this policy, harassment in the workplace includes personal and sexual harassment, poisoned work environment and abuse of authority.

Short Link

Personal harassment means any objectionable or offensive behaviour that is known or ought reasonably to be known to be unwelcome. It includes objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles, or causes personal humiliation or embarrassment. Without limiting the above, personal harassment includes harassment within the meaning of the New Brunswick Human Rights Acti.

Sexual harassment means any conduct, comment, gesture or contact of a sexual nature, whether on a one-time basis or a series of incidents. Examples of behaviour that can constitute sexual harassment include, but are not limited to:.

State of California. Sexual harassment...

A poisoned work environment is characterized by an activity or behaviour, not necessarily directed at anyone in Sexual harassment policies and procedures ca, that creates a hostile or offensive workplace. Examples of a poisoned work environment include but are not limited to: Harassment also includes abuse of authority where an individual improperly uses the power and authority inherent in a position to endanger a person's job, undermine the performance of that job, threaten the person's economic livelihood, or in any way interfere with or influence a person's career.

It is the exercise of authority in a manner which serves no legitimate work purpose and ought reasonably to be known to be inappropriate.

Examples of abuse of authority include, but are not limited to, such acts or misuse of power as intimidation, threats, blackmail or coercion. Manager includes line supervisors, directors, principals of schools, nurse managers, directors of finance and administration, facility managers, human resource directors, human resource personnel and all appropriate persons in the chain of command within the organization.

A manager may be designated to be responsible for formal complaints or in any other role as determined by the CEO. Upon becoming aware of any incident which may fall under the definition of harassment nothing precludes a CEO from foregoing the procedure under this policy and taking appropriate action which may include invoking the normal disciplinary procedure.

Complainants and managers must use the informal complaint procedure to attempt to resolve workplace harassment unless it is inappropriate to Sexual harassment policies and procedures ca so. An effective way to end the problem of harassment in the workplace is to communicate concerns directly by telling the person that the behaviour is unwelcome and must stop or by requesting the manager to do so.

A complainant should request the assistance of a manager in the informal resolution of a workplace harassment complaint. If the communication is done orally the complainant should have the manager present. If done in writing, it Sexual harassment policies and procedures ca advisable to forward a copy to the manager, and to keep a copy of the letter.

The manager may help with other methods of informal resolution such as discussion and mediation, to assist the parties in voluntarily reaching an acceptable solution. When the facts are not in dispute and it is determined by the CEO that the respondent or any other person has committed an act or acts constituting harassment the CEO shall take appropriate action up to and including dismissal.

Nothing in the informal procedure prevents a manager from recommending the matter be investigated or if the informal complaint procedure is not successful from recommending further action. A formal complaint must be written and signed.

It should give an accurate account of the incident or incidents of harassment including times, places and parties involved. If the complainant deems it inappropriate to file a complaint with one of the persons mentioned above, a complaint may be filed with the Deputy Minister for Treasury Board.

The CEO shall investigate or shall appoint an investigator or request the Deputy Minister for Treasury Board to appoint one to ensure the complaint is investigated in a confidential and expeditious manner. If at any time a grievance has been filed and the subject matter is the same as, similar in nature or related to the complaint the CEO may suspend or terminate the investigation.

Treasury Board

When there is a direct reporting relationship between the complainant and the respondent, it may be in the best interest of all parties for them to be physically and hierarchically removed from one another for the period of the investigation. If there is no reporting relationship, the employer shall determine if the parties should be physically removed from one another for the period of the investigation.

The CEO or the investigator may upon reviewing the written complaint and interviewing the complainant determine whether or not the complainant has a prima facie complaint under this policy which merits further investigation. The CEO or investigator shall inform the complainant whether or not the investigation will be pursued and may take action to resolve the issue.

The respondent shall be informed of the complaint, presented with Sexual harassment policies and procedures ca written statement of allegations and afforded an opportunity to respond. Unless directed otherwise the investigator shall gather and analyze the information, summarize the findings and may propose corrective action or make recommendations.

The investigator shall report the findings and recommendations to the CEO who shall determine whether the respondent has committed an act or acts constituting harassment. Where it is determined that the respondent has committed an act or acts of harassment, the CEO shall take appropriate action up to and including dismissal.

A complaint under this policy that involves falsehood or malicious intent or is otherwise made in bad faith, as determined by the investigation, shall be subject to appropriate disciplinary action. New Brunswick Human Rights Act complaints should normally be filed within one year from the time the harassment occurred.

Sample Policies and Programs

Sexual and other forms of assault are covered under the Criminal Code. In these instances, the police can be asked to lay criminal charges. Sexual and other forms of assault are serious criminal offenses that should be reported to the police. While all managers and employees share responsibility for understanding and preventing harassment in the workplace, it is important to recognize that, under law, managers carry more responsibility than other employees.

Chief Executive Officers are responsible for the implementation and administration of this policy. Those who have authority to prevent or discourage harassment may be held accountable for failing to do so. This accountability extends to anyone in a management or supervisory position.

Departments, Regional Health Authorities and School Districts may be responsible for the action or inaction of managers and supervisors. The employer may share liability with managers and others in founded complaints. Managers are also responsible for ensuring that the rights of both the respondent and the complainant involved in a harassment incident are protected. Fair and equitable procedures must be ensured for all parties.

Sexual harassment policies and procedures ca navigation Treasury Board. Make font smaller Make font normal Make font bigger. Application Authority Policy Statement. Other Options Rights and Responsibilities. Board of Management Minute Personal Harassment Personal harassment means any objectionable or offensive behaviour that is known or ought reasonably to be known to be unwelcome. Sexual Harassment Sexual harassment means any conduct, comment, gesture Sexual harassment policies and procedures ca contact of a sexual nature, whether on a one-time basis or a series of incidents, a.

Examples of behaviour that can constitute sexual harassment include, but are not limited to: Poisoned Work Environment A poisoned work environment is characterized by an activity or behaviour, not necessarily directed at anyone in particular, that creates a hostile or offensive workplace.

Abuse of Authority Harassment also includes abuse of authority where an individual improperly uses the power and authority inherent in a position to endanger a person's job, undermine the performance of that job, threaten the person's economic livelihood, or in any way interfere with or influence a person's career. The Respondent is the person who is alleged to have harassed the complainant.

Parties to the complaint mean the complainant and respondent. Informal Procedure Complainants and managers must use the informal complaint procedure to attempt to resolve workplace harassment unless it is inappropriate to do so.

Informal Complaint - Mediation An effective way to end the problem of harassment in the workplace is to communicate concerns directly by telling the person that the behaviour is unwelcome and must stop or by requesting the manager to do so.

Formal Procedure Where appropriate, the complainant may choose to file a formal complaint. The CEO may take any other action deemed advisable.

The parties to the complaint must be informed in Sexual harassment policies and procedures ca of the outcome. Complaints under the Criminal Code Sexual and other forms of assault are covered under the Criminal Code.

Rights and Responsibilities Top. A shared responsibility While all managers and employees share responsibility for understanding and preventing harassment in the workplace, it is important to recognize that, under law, managers carry more responsibility than other employees. Chief Executive Officers or designate Chief Executive Officers are responsible for the implementation and administration of this policy.

This sample policy defines and...

Managers Those who have authority to prevent or discourage harassment may be held accountable for failing to do so. Complainants Complainants have the right: It is the responsibility of the complainants: Respondents Respondents have the right: It is the responsibility of the respondents: Witnesses Witnesses have the right: It is the responsibility of the witness: Investigator s The investigator shall: The core elements of the workplace anti-harassment program and policies and procedures for prompt, thorough and fair investigations of.

The Harassment/Sexual Harassment/Discrimination policy shall apply to all This Policy provides guidelines on the reporting, investigation and resolution of. Workplace Violence and Workplace Harassment Sample Workplace Violence Policy · Examples of Measures and Procedures for Workplace Violence.

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