Prevention of Discrimination and Harassment

Number
Approved On
Review By
Revised

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    Purpose

    The FFPL Board is dedicated to providing a work environment where all individuals are treated with dignity and respect. The FFPL Board recognizes the dignity and worth of every person and is committed to providing a workplace free from discrimination and harassment and ensuring that any complaint is resolved quickly and with fairness and confidentiality.

    Workplace discrimination or harassment will not be tolerated from any person in the FFPLTC including co-workers, members of the FFPL Board, volunteers, clients and family members and everyone is expected to uphold this policy.

    The workplace is not restricted to the grounds of the FFPLTC. It also includes vehicles and any other locations where FFPLTC business is conducted. Any allegation of discrimination or harassment that occurs outside of the workplace but has repercussions in the workplace by adversely affecting relationships is also covered by this policy.

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    Discrimination

    1. The FFPLTC adheres to the Ontario Human Rights Code with respect to rights of freedom from discrimination in employment:

      “Every person has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability”.

      Human Rights Code s. 5.1

    2. Discrimination may include abuse of authority or position of power as follows:
      1. to endanger a FFPLTC Staff member’s job
      2. to undermine the performance of that job
      3. to threaten the economic livelihood of a FFPLTC Staff member
      4. to interfere with or negatively influence the career of a FFPLTC Staff member in any way
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    Harassment and Sexual Harassment

    1. The FFPL Board recognizes the definition of harassment as set out in the Human Rights Code and the Occupational Health and Safety Act, both of which define harassment as engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.
    2. The FFPL Board recognizes the definition of sexual harassment as outlined in the Occupational Health and Safety Act as engaging in a course of vexatious comment of conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
    3. Prohibited harassment in the FFPLTC workplace includes grounds under the Human Rights Code (race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability).
    4. The Occupational Health and Safety Act does not prescribe the nature of harassment however, prohibited harassment in the FFPLTC workplace includes that which is personal in nature and not necessarily based on identification with a recognized group.
    5. Harassment may include:
      1. making remarks, joke or innuendos that demean, ridicule, intimidate, or offend
      2. displaying or circulating offensive pictures or materials in print or electronic form
      3. bullying
      4. repeated offensive or intimidating phone calls, e-mails, text messaging, or posting on social media sites
      5. suggestive or other offensive pictures or material
      6. inappropriate sexual advances, suggestions or requests
    6. Uninvited sexual touching will be considered assault and reported to police.
    7. The exercise of supervisory responsibilities, including training, performance appraisal, direction, instruction, counselling and discipline does not constitute harassment as long as these are not being exercised in a harassing or intimidating manner.
    8. Not agreeing to a change in FFPLTC policy, practice, or procedure is not personal harassment.
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    Responsibilities

    1. The CEO must develop and maintain a Workplace Discrimination and Harassment Program.
    2. The program will set out:
      1. Reporting Procedures

        The Workplace Discrimination and Harassment Program will include procedures for reporting incidents of workplace discrimination and harassment.

        Any staff member or volunteer who believes they have been subject to discrimination or harassment is strongly encouraged by the FFPL Board to bring their complaint forward using the reporting procedures outlined within the program. No person shall be penalized for bringing forward a complaint or for participating within an investigation.

      2. Investigation Procedures

        The Workplace Discrimination and Harassment Program will include procedures for dealing with and investigating complaints.

        All concerns brought forward using this procedure shall be investigated and resolved promptly.

      3. Supports

        The Workplace Discrimination and Harassment Program will include various supports that are available to all FFPLTC Staff.

      4. This policy will be:
        1. reviewed by the FFPL Board annually
        2. posted on the Health and Safety board along with the Workplace Discrimination and Harassment Program
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      Consequences

      1. Should it be found that any patron has harassed a staff member that person may be issued a no trespassing notice.
      2. Should a staff member be found to have harassed a co-worker, they will be subject to disciplinary action which may include termination of employment.
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