NPF Harassment Prevention and Resolution Policy and Guidelines

Awareness Session

Objectives of the Policy

• To maintain a positive workplace• To ensure all are treated with respect, fairness

& dignity• To inform all of their Roles, Rights and

Responsibilities• To provide guidance on acceptable conduct in

the workplace• To initiate prompt action to prevent and

resolve harassment

NPF Harassment Prevention and Resolution Policy

Applies To:

• The NPF Harassment Prevention and Resolution Policy applies to all NPF employees.

• The spirit and the principles of the Policy applies to all people entering the workplace.

Complaints involving CAF Members or DND Employees be subject to the CAF/DND Harassment Prevention and Resolution Policy (DAOD 5012-0)

Focus on Resolution

Harassment is defined as:

…any unwelcome and improper conduct by an individual that is directed at and offensive to another person or persons in the workplace and which the individual knew or ought reasonably to have known would cause offence or harm.

Canadian Human Rights Act (CHRA)

• Age• Religion• Sex (gender)• Sexual Orientation• Marital Status• Family Status

• Race or Colour• National or Ethnic Origin• Physical or Mental Disability• Criminal Offence for which a

pardon has been granted

NPF employees are also protected from harassment under the Canadian Human Rights Act.

Prohibited Grounds of Discrimination listed in the CHRA:

Complaints to the Canadian Human Rights Commission

Everyone subjected to harassment may submit a complain to the Canadian Human Rights Commission, however:

“The CHRC has the discretion to not deal with a complaint unless the alleged victim has exhausted internal grievance or review procedures otherwise available to them”.

S41(1)(a)

Types and Forms of Harassment

• Abuse of Authority• Sexual Harassment• Bullying• Gossiping• Isolation• Workplace violence• Stalking

Abuse of Authority

IS the misuse of power or authority inherent in an individual’s position. IS NOT the proper application of counseling, performance assessment nor the legitimate exercise of authority or discipline.

Sexual Harassment can bebut is not limited to:

• Advances or solicitations, implicit or explicit, for sexual favors as a condition of employment

• Reprisal for rejecting implicit or explicit advances

• Unwanted comments – positive or negative • Unwanted physical touching• Sexual comments or jokes in the office

Consensual Relationships

Consensual relationships are not harassment, but…•A power imbalance can result in consent being obtained under perception of duress. •The onus rests with the party with the authority to prove the relationship was consensual and not unwelcome.

Impact on the workplaceUnresolved harassment causes:

• a poisoned work environment• Absenteeism & higher turnover• increased mistakes & injuries• lost productivity & down time• higher operational costs• costly litigation, damages & a poor public image

Impact on YOU!

Unresolved harassment causes:• Low morale & lower self-esteem• Anxiety & performance issues• Sadness, irritability

& possibly depression• Seeps into home life…

Employee Responsibilities

All NPF employees have a responsibility to:

• Comply with the Policy and Guidelines• Refrain from offensive conduct• Correct or report harassment• Take action if subjected to harassment• Support others to do the same

Supervisors / Managers Responsibility

• Implement, monitor and apply the Policy and Guidelines in the workplace

• Not condone harassment• Practice early intervention• Advise the Conflict Management Office of any

potential or actual complaints• Maintain confidentiality

Resolution OptionsStep 1: Address the issue with the other person.

Step 2: Go to your supervisor for help.

Step 3: Submit a Harassment Complaint.

At any step along the way you can contact the Conflict Management Office for help, support or informal conflict management services.

Conflict Management Office

Informal Conflict Management Services include:•Policy Advice•Consultation•Conflict Coaching•Facilitation •Mediation•Group Work

Toll Free: 1-800-506-6679

Informal Conflict Management

• Voluntary • Neutral

• Work relationships preserved• Resolves issues rather than placing blame• Parties control the outcome• Faster, cheaper, more effective & longer

lasting

Submitting a Harassment Complaint

A signed and dated complaint can be submitted to the supervisor/manager, the HRM or the Conflict Management Office. It will be reviewed against the following criteria: •12 months from the last incident•Repeated incidences or a single sever event•Meets the definition of harassment in the NPF Harassment Prevention and Resolution Policy

Harassment Complaint Process

If the complaint is accepted:• Both parties will be offered Informal conflict

management.• The Respondent will be given the opportunity

to respond to the allegations.• The Conflict Management Office will keep

both parties informed.• The Responsible Officer – the Division Head –

will decide on all harassment complaints.

Rights and Responsibilities

The rights and responsibilities of the Complainant and Respondent include:

Rights - impartial review of all evidence, access to a complain assistant, a copy of the Responsible Officer’s decisionResponsibilities – no retaliation, maintain confidentiality, consider informal conflict management

CFMWS has zero tolerance for retaliation.

Benefits of Addressing Harassment?

Conclusion

We all have the ability and responsibility to make our workplace positive and harassment free.

• Early intervention is the best solution. • Stop bad behaviour in your own workplace. • If you are being harassed, there are resources

available to help.

Contact

Nicole SmithConflict Management AdvisorSmith.Nicole@cfmws.com (613) 996-6743

Kim Ann ChuteSenior Advisor Conflict ManagementChute.kimann@cfmws.com (613) 992-7667