Remember: Developing a workplace harassment and violence prevention policy is the shared responsibility of the employer and the relevant health and safety committee or representatives (who are referred to as the “applicable partner.”) Employers must work with the applicable partner in developing the workplace harassment and violence prevention policy.7 However, where the employer and the applicabl. [...] In all areas of employment and the provision of goods and services, [name of organization] commits to acting in accordance and compliance with the CHRA, the EEA, the Canada Labour Code and the Work Place Harassment and Violence Prevention Regulations to ensure that individuals and groups are not disadvantaged or treated unfairly within our organization. [...] Responsibilities and expectations The CHRC recommends that the policy set out the roles and responsibilities of the various parties present in the organization, including: • The applicable partner, as identified per the Work Place Harassment and Violence Prevention Regulations • The designated recipient, as identified per the Work Place Harassment and Violence Prevention Regulations • Managers and. [...] It will cover: • the content of this policy; • [Name of Organization]’s obligations under the CHRA and the Canada Labour Code; • the relationship between workplace harassment and violence and the prohibited grounds of discrimination set out in the CHRA; • descriptions of harassment and violence and examples tailored to our workplace; • how to recognize, prevent, and report workplace harassment and. [...] In accordance with subsection 35(1) of the Regulations, [name of organization] will keep the following records: a) the workplace harassment and violence prevention policy b) a copy of the documents that form part of the workplace assessment c) a copy of the documents that form part of each review and update of the workplace assessment d) a record of [name of organization]’s decision (and the reaso.
Authors
- Pages
- 32
- Published in
- Canada
Table of Contents
- Introduction to this template 4
- Purpose of this template 4
- How to use this template 6
- Policy template: 8
- Part A: Commitments and application 8
- 1. Statement of commitment 8
- 2. Policy statement 8
- 3. Scope or application 10
- 4. Key Concepts and Definitions 10
- a. Definition of discrimination 10
- b. Definition of harassment 11
- c. Definition of sexual harassment 13
- d. Definition of workplace violence 14
- e. Other definitions 15
- 5. Responsibilities and expectations 15
- Part B: Training and prevention 18
- 6. Training on workplace harassment and violence 18
- 6.1 Training for workers 18
- 6.2 Training for those handling harassment complaints 18
- 6.3 Leadership training 19
- 7. Workplace assessment 19
- 7.1 Statistics and regular reviews 20
- 7.2 Identifying risks 21
- 7.3 Surveying workers 21
- 8. Preventative measures 22
- Part C: Filing and addressing a complaint 23
- 9. Complaint process 23
- 9.1 Reporting harassment or violence in the workplace 23
- 9.2 Notifications and updates 24
- 9.3 Reprisals are prohibited 24
- 9.4 Workers are allowed representation 25
- 9.5 Early resolution of complaint 25
- 9.6 Conciliation 25
- 9.7 Investigation 26
- 9.8 Investigation report and outcome 27
- 9.9 Meaningful resolution 27
- 9.10 Unsubstantiated complaints 28
- 9.11 Challenging the complaint process 28
- Part D: Other procedures 29
- 10. External risks 29
- 11. Emergency procedures 29
- 12. Support measures and accommodation 29
- 13. Record keeping 30
- 14. Other redress 30
- 14.1 Complaints to the Canadian Human Rights Commission 30
- 14.2 Union grievance procedure 31
- 14.3 Canada Labour Code 31
- 15. Privacy and confidentiality 31
- 16. Enquiries 32
