A13. Violence & Harassment Policy
The management of Gibbys Electronic Supermarket are committed to providing a work environment in which all individuals are treated with respect and dignity.
Workplace violence and harassment will not be tolerated from any person in the workplace. For the purpose of this policy the workplace is defined as any area on company property, inclusive of the parking lot, as well as non-company locations attended by employees while on company business such as off property job sites and training locations. Everyone in the workplace must be dedicated to preventing workplace violence and harassment. Managers, supervisors, and workers are expected to uphold this policy, and will be held accountable by the employer.
Workplace violence and harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace, a comment or conduct that is known or ought reasonably to be known to be unwelcome. Such conduct may include, but is not limited to;
- Unwelcome remarks, innuendos or taunting about a person’s body, attire, sex, disability, racial or ethnic background, sexual orientations, etc, which is intended or causes embarrassment and or humiliation.
- Display of objects, materials or pictures of a sexual, racial, or otherwise offensive nature.
- Leering, suggestive staring, or other physical gestures.
- Unnecessary and or unwelcome physical contact such as touching, patting or pinching.
- Unwelcome invitations/requests and or sexual overtones, whether implicit or explicit.
- Refusing to work or share facilities with another employee based on sex, disability, sexual orientation, racial, religious or ethnic background.
Harassment may also relate to a form of discrimination as set out in the Ontario Human Rights Code, but it does not have to.
This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace.
Workers are encouraged to report any incidents of workplace violence and harassment. There will be no negative consequences for reports made in good faith.
Management will investigate and deal with all concerns, complaints and/or incidents of workplace violence and harassment in a fair and timely manner while respecting workers’ privacy as much as possible.
Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available.
Duane Gibson
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