Anti-Harassment Policy: Difference between revisions
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'''THIS IS A UN-ADOPTED CANDIDATE DRAFT AND IS PRESENTED HERE FOR REVIEW ONLY!''' | '''THIS IS A UN-ADOPTED CANDIDATE DRAFT AND IS PRESENTED HERE FOR REVIEW ONLY!''' | ||
[http://www.cbco.radio-canada.ca/docs/policies/hr/harassment.shtml Original CBC Policy] | |||
== | = Statement = | ||
Hacklab Club Toronto's (hereafter referred to as Hacklab) Commitment: | Hacklab Club Toronto's (hereafter referred to as Hacklab) Commitment: | ||
Hacklab is committed to: | Hacklab is committed to: | ||
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Further, Hacklab will not tolerate any behaviour, including from guests and other individuals with whom Hacklab has interactions, that conflicts with the spirit or intent of the Canadian Human Rights Act, or any other human rights laws that are applicable to Hacklab’s operations. | Further, Hacklab will not tolerate any behaviour, including from guests and other individuals with whom Hacklab has interactions, that conflicts with the spirit or intent of the Canadian Human Rights Act, or any other human rights laws that are applicable to Hacklab’s operations. | ||
= Description = | |||
The Hacklab considers all forms of harassment, including sexual harassment, to be unacceptable; will not tolerate its occurrence; and will make every reasonable effort to ensure that no member is subjected to it. | The Hacklab considers all forms of harassment, including sexual harassment, to be unacceptable; will not tolerate its occurrence; and will make every reasonable effort to ensure that no member is subjected to it. | ||
= Definitions = | |||
== Prohibited Grounds == | |||
*Age | *Age | ||
*Family status | *Family status | ||
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*Sex (including pregnancy and childbirth) | *Sex (including pregnancy and childbirth) | ||
===== | == Harassment == | ||
Any conduct, comment, gesture or contact based on any of the prohibited grounds, listed above, that is likely to cause offence or humiliation to any member or guest. | |||
Harassment will have taken place if it is known or ought to have reasonably been known that the behaviour in question was unwelcome or inappropriate in the labspace. | |||
=== Examples === | |||
Examples include: | |||
* unwelcome remarks, jokes or taunts about an individual’s racial background, colour, place of birth, citizenship or ancestry (or other prohibited ground); | |||
* display of derogatory, racist or offensive pictures or material | |||
* unwanted intrusion into an individual's personal items or computer systems | |||
== Sexual Harassment == | |||
As defined in the Canada Labour Code: | As defined in the Canada Labour Code: | ||
< | |||
<blockquote> | |||
any conduct, comment, gesture or contact of a sexual nature that is likely to | any conduct, comment, gesture or contact of a sexual nature that is likely to | ||
cause offence or humiliation to any employee; or that might, on reasonable grounds, | cause offence or humiliation to any employee; or that might, on reasonable grounds, | ||
be perceived by that employee as placing a condition of a sexual nature on employment | be perceived by that employee as placing a condition of a sexual nature on employment | ||
or on any opportunity for training or promotion. | or on any opportunity for training or promotion. | ||
</ | </blockquote> | ||
Sexual harassment, which is a specific form of harassment, is generally comprised of objectionable and offensive behaviour that may occur once or repeatedly. | Sexual harassment, which is a specific form of harassment, is generally comprised of objectionable and offensive behaviour that may occur once or repeatedly. | ||
=== Examples === | |||
* unwelcome advances, flirtations, jokes or propositions of a sexual nature; | * unwelcome advances, flirtations, jokes or propositions of a sexual nature; | ||
* unwanted requests for sexual favours by a person in a position to confer, grant or deny a benefit or advancement; | * unwanted requests for sexual favours by a person in a position to confer, grant or deny a benefit or advancement; | ||
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* conduct of a sexual nature, including leering, pinching, touching and patting. | * conduct of a sexual nature, including leering, pinching, touching and patting. | ||
= Mechanisms for Redress = | |||
Where remedial action is recommended, it will be implemented as soon as reasonably possible after the conclusion of a thorough internal investigation. Depending on the circumstances, there may also be longer-term initiatives, such as the development and implementation of Corporate or Lab wide education and training activities. | Where remedial action is recommended, it will be implemented as soon as reasonably possible after the conclusion of a thorough internal investigation. Depending on the circumstances, there may also be longer-term initiatives, such as the development and implementation of Corporate or Lab wide education and training activities. | ||
= Discipline and Reprisals: = | |||
If a member raises a concern relating to harassment, in good faith, s/he will not be subject to retaliation nor reprisals for bringing forward his or her concern. Therefore, any person who threatens or takes actions against a member for invoking this policy and/or for participating in the related investigation process is strictly prohibited. | If a member raises a concern relating to harassment, in good faith, s/he will not be subject to retaliation nor reprisals for bringing forward his or her concern. Therefore, any person who threatens or takes actions against a member for invoking this policy and/or for participating in the related investigation process is strictly prohibited. | ||
= Confidentiality = | |||
All concerns relating to harassment, including sexual harassment, will be dealt with confidentially as reasonably possible. | All concerns relating to harassment, including sexual harassment, will be dealt with confidentially as reasonably possible. | ||
A member’s identity, or the circumstances regarding any concern or complaint, will not be disclosed unless disclosure is necessary for the purposes of conducting an investigation or for taking disciplinary action. | A member’s identity, or the circumstances regarding any concern or complaint, will not be disclosed unless disclosure is necessary for the purposes of conducting an investigation or for taking disciplinary action. | ||
= Chain of Communication for Addressing Concerns or Complaints = | |||
Members can address concerns or complaints relating to harassment based on a prohibited ground, by using the following chain of communication: | Members can address concerns or complaints relating to harassment based on a prohibited ground, by using the following chain of communication: | ||
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#Upon receipt of this written complaint, the President will immediately acknowledge its receipt to the member and will meet with the member as soon as reasonably possible. | #Upon receipt of this written complaint, the President will immediately acknowledge its receipt to the member and will meet with the member as soon as reasonably possible. | ||
#The President will exercise its discretion as to whether an internal investigation is warranted and to determine its scope. Where appropriate, the President may conduct an investigation even if the member refuses to submit a written complaint. | #The President will exercise its discretion as to whether an internal investigation is warranted and to determine its scope. Where appropriate, the President may conduct an investigation even if the member refuses to submit a written complaint. | ||
[[category: Members]][[category: Guests]][[category: Governance]] | [[category: Members]][[category: Guests]][[category: Governance]] | ||