Anti discrimination and harassment policy template

Sexual harassment is also conduct that creates an intimidating or hostile environment. Sexual harassment can be based on sex, gender, gender identity or expression, and sexual orientation.

Sexual harassment may include in-person interactions or those that occur via text message or the Internet, and violations of this Policy are not only those which occur on the Company's physical premises or during working hours. Sexual harassment can be physical or psychological. A single instance of conduct that may, on its own, not be considered sexual harassment can become so if several incidents are perpetrated against the same individual by the same person or persons.

Sexual harassment can include any of the following examples sexual harassment can also be conduct that is not on the below list, which are intended as non-exhaustive examples only :. How to Make a Complaint: Employees who feel they have been subject to harassment or discrimination are encouraged to document such conduct and should immediately report the incident to their supervisor or, if the complaint is concerning their supervisor, to a superior supervisor.

Those acting on behalf of employer who have received a report of such conduct are advised to document everything thoroughly. Employees can also file a complaint with a government agency or in court under federal, state or, local anti-discrimination laws. If employees are not comfortable bringing a complaint to their supervisor or someone directly above their supervisor, employees may report to any senior member of the Company they feel comfortable with.

Employees should be aware, however, that the senior member they report to may bring the complaint to employee's direct supervisor or other senior employees in the Company. The Company encourages all employees to report violations of this Policy, no matter against whom. No individual member of the Company is exempt from this Policy. Investigation: The Company will promptly and thoroughly investigate all complaints reported under this Policy.

The investigation will be completed in a timely manner. Investigations may involve interviews, examination of physical evidence, and the involvement of qualified personnel to assist, such as Human Resources or Legal Counsel.

The investigation will be kept confidential and disclosed only on a need-to-know basis. Please note, however, that the respondent may be made aware of the complainant's identity. The Company will also keep a record of the investigation, including documenting all interviews and evidence, so that the complainant may track its progress. Should any member of the Executive Committee be involved in the reported incident, or have a personal conflict of interest in the incident, they will be replaced with a current elected ASV Councilor.

The initial evaluation will address whether there is sufficient information to pursue the claim further, whether the alleged behavior is serious in nature and meets the criteria identified in this policy, the wishes of the complainant with respect to the manner of resolution, and by what means it might be resolved. Where appropriate, the ASV Executive Committee will initiate an investigation, which may be conducted by an external consultant.

Upon completion of an investigation, a summary excluding identifying information will be provided to the ASV Council excluding those who have a conflict of interest.

It is a violation of this policy for any retaliatory action to be taken or threatened against an individual who in good faith reports or provides information about a possible violation of this policy or who in good faith participates in a related investigation or exercises any other right protected by the equal employment opportunity laws. In the event that an individual believes they have been retaliated against for such action, they should use the reporting procedures outlined in Section 4 of this policy to report the pertinent facts promptly.

ASV will take appropriate action in the manner described in Section 5. Individuals may have other rights to pursue legal and administrative remedies for discrimination or harassment that is prohibited by law or policy, in addition to or instead of proceeding under this policy. ASV encourages individuals who have experienced discrimination or harassment to seek assistance from all sources available to them. Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities.

The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal.

Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome.

It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee.

The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. ADA and to not discriminate against any person because of race, religion, color, sex, disability, national origin or ancestry, or age in the admission or access to, or treatment or employment in, its programs or activities; b to include in all solicitations or advertisements for employees, the phrase "equal opportunity employer"; c to comply with the reporting requirements set out at K.

Anti-Discrimination i It is the intention of the parties to seek to achieve the object in section 3 f of the Industrial Relations Act to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, material status, disability, homosexuality, transgender identity and age or responsibilities as a carer.

Complaint Procedures The complaint reporting procedure for allegations of misconduct by participating LEA personnel, including activities undertaken under the authority of this MOA, is included in Appendix B.