Violence and Harassment in the Workplace Policy

Kingsville Community Centre respects the dignity and worth of every person. It is the right of all who work or volunteer within the centre, to work in an environment that is free from violence and harassment. Violence or harassment of one member, staff or volunteer will not be tolerated. Where a complaint of violence or harassment is substantiated, the offender, regardless of seniority or position, will be subject to appropriate disciplinary measures up to and including dismissal. 

The workplace is defined to include any locaiton where work is being conducted on-site or off-site for Kingsville Community Centre. We give a commitment to warn a worker about the identity and/or details of an individual with a history of violent behaviour. This information will be shared with employees only on a need to know basis. This policy will be reviewed annually or as often as necessary along with other workplace safety policies.

Definitions

What constitues workplace harassment?

"Workplace harassment", means engaging in a course of vexatious comment or conduct against a worker, in a workplace, that is known or ought reasonably to be known to be unwelcome.

What constitutes workplace violence?

"Workplace violence", means:

a) The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker.

b) An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker.

c) A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. 

Procedure(s) for workplace harassment

The complainant is often in the best position to stop the harassment by making it known that this attention is not welcome and that it must stop. If necessary, approach either the Executive Direcotr, Program Director or Board Member to discuss the situation and receive counsel on how to proceed. The complainant may request management to act as an intermediary to facilitate an informal resolution to the situation. Should the unwanted attention continue or should the complainant not wish to take advantage of the informal process; they may make a formal complaint. Forms of formal complaint are available and should be filled out by the complainant and filed in the office the same day.

Procedure(s) for workplace violence

Workplace violence includes physical violence, sexual assault and stalking/criminal harassment. We will not discriminate against employees becasue they have been or are perceived to be victims of domestic violence. After an incident of domestic violence has or is likely to occur it should be reported to the supervisor or management (office) summoning immediate assitance. Until the investigateion is complete the employee shall remain in a safe place. Management will assess the danger and intensity of the incident and decide action; which may include calling in the local police and/or dismissal of an employee for the day(s). Following the incident we will take measures to control risks of violence, which could include awareness training, administrative controls and security measures.