Policy E8 Harassment / Preventing Harassment in the Workplace

Policy E-8

CENTRAL COAST REGIONAL DISTRICT

Policy: Harassment

Preamble: The CCRD does not have a policy regarding harassment.  As there are several commissions governed by the CCRD it is advisable to have a policy whereby persons involved with any facet of the CCRD should feel comfortable, safe and secure in the knowledge that harassment of any kind is not tolerated by the CCRD.  With this in mind, the CCRD should adopt a policy regarding tolerance, prevention, responsibility, and confidentiality.  See Appendix 'A' for definitions of harassment.

Policy:
1.  There will be no tolerance of harassment within the Central Coast Regional District.

2. The Central Coast Regional District is committed to providing a work and sport environment in which all individuals are treated with respect and dignity.  Each individual has the right to participate and work in an environment which promotes equal opportunities and prohibits discriminatory practices.

3.  This policy applies to all directors, officers, committee members, commissioners, and volunteers, as well as to all employees of the Central Coast Regional District.  The Central Coast Regional District encourages the prompt reporting of all allegations of harassment, regardless of who the offender may be.

4.  The Central Coast Regional District is committed to the education of all its members in the area of harassment.

5.  For the purposes of this policy, workplace and/or sport harassment can occur in, but is not limited to, the following:

a)  at business functions, such as meetings, conferences, training sessions, and workshops;
b)  organization-related travel;
c)  elsewhere, if the person harassed is present as a result of Central Coast Regional District-related responsibilities or relationships;
d)  the work place; or
e)  work-related social functions;
f)  telephone conversations;
g)  at sporting events, competitions, and training sessions.

6.  Notwithstanding this policy, every person who experiences harassment continues to have the right to seek assistance from the B.C. Council of Human Rights, even when steps are being taken under this policy.

7.  Any investigation under this policy shall follow the principles of natural justice, as defined in Appendix A.



Prevention:
1.  The Central Coast Regional District is committed to the elimination of harassment through the provision of awareness, education and training programs.


Responsibility:
1.  Any individual with knowledge of harassment or abuse of an criminal nature is obligated, under this policy, to report it to the appropriate authority.

2.  The Central Coast Regional District will act quickly on any complaint of harassment with the goal of resolving the situation fairly and of preventing future occurrences, including determining and enforcing appropriate discipline, if required.

Confidentiality:
1.  In all report instances, a prompt, thorough and fair investigation will take place giving careful consideration to the sensitivity of the issue and protecting the rights and dignity of all people involved.


This Policy was approved by Resolution of the Central Coast Regional District Board of Directors on the   8th  day of  October,  1997.

This Policy shall be reviewed annually by the Central Coast Regional District.






APPENDIX 'A'
Policy E-8

DEFINITIONS:

1. Harassment:  Behaviour including comments, conduct or gestures which are insulting, intimidating, humiliating, hurtful, malicious, degrading or otherwise offensive to an individual or group of individuals or which create an uncomfortable environment; or which might reasonably be expected to cause embarrassment, insecurity, discomfort, offence or humiliation to a person or group, including, but not limited to:

a)  written or verbal abuse or threats;
b)  physical assault;
c)  unwelcome remarks, jokes, innuendoes, or taunting about a person's body, sexual orientation, attire, age, marital status, ethnic or racial origin, religion, etc.;
d)  displaying of sexually explicit, racist or other offensive or derogatory material; sexual, racial, ethnic or religious graffiti;
e)  practical jokes which cause awkwardness or embarrassment, endanger a person's safety or negatively affect performance;
f)  hazing or initiation rites;
g)  leering or other suggestive or obscene gestures;
h)  intimidation;
i)  condescension, paternalism, or patronizing behaviour which undermines self-respect or adversely affects performance (or working conditions);
j)  conduct, comments, gestures or contacts of a sexual nature that are likely to cause offence or humiliation or that might, on reasonable grounds, be perceived as placing a condition of a sexual nature on any opportunity for selection, training advancement (or employment);
k)  false accusations of harassment, motivated by malice or mischief, meant to cause others harm;
l)  sexual harassment as further described in paragraph 2.

2. Sexual Harassment:  One or a series of incidents involving unwelcome sexual advances, requests for sexual favours, or other verbal conduct of a sexual nature;

a)  when such conduct might reasonably be expected to cause embarrassment, insecurity, discomfort, offence or humiliation to another person or group;
b)  when submission to such conduct is made either implicitly or explicitly a condition of advancement (or employment);
c)  when submission to or rejection of such conduct is used as a basis for any advancement decision, and
d)  when such conduct has the purpose or the effect of interfering with a person's (work) performance or creating an intimidating, hostile or offensive (work) environment.

3. Natural Justice:  All investigations stemming from a complaint shall follow the principles of natural justice, which state that:

a)  everyone has the right to a fair hearing in the course of determining whether an infraction has been committed;
b)  the issues should be clearly and concisely stated so that the accused is aware of the essentials of the complaint;
c)  the accused has a right to have a representative present his or her case;
d)  relevant information must be available to all parties;
e)  the accused has the right to call and cross-examine witnesses;
f)  the accused has the right to a written decision following the judgement;
g)  the accused has the right to appeal a decision (if there are grounds);
h)  the decision-making body has a duty to listen fairly to both sides and to reach a decision untainted by bias.