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Non-Discrimination, Harassment and Retaliation Policy

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Indicate the name of the company that creates and implements this policy against discrimination, harassment and retaliation.

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NON-DISCRIMINATION, HARASSMENT AND RETALIATION POLICY

________ ("Employer")

Effective Date: ________


Purpose of the Policy: ________ is committed to providing a workplace that is safe, respectful and in compliance with the Canadian Human Rights Act that promoted equality and is free of all forms of discrimination, psychological and/or sexual harassment and reprisals. As part of this commitment, ________ had implemented this Non-discrimination, Harassment and Retaliation Policy (the "Policy").

Scope of the Policy: This Policy applies to all employees, including senior executives, officers and directors, as well as temporary staff, volunteers or interns (all those listed here will be collectively referred to as "Employees").

Employees are prohibited from committing any acts of harassment, discrimination or retaliation against other employees, independent contractors, vendors, suppliers or any other person doing business with ________. Any employee who violates the Policy will be subject to immediate and severe disciplinary action, up to and including termination of employment.

________ also prohibits third parties doing business with the Company from committing any acts of harassment, discrimination or retaliation against its employees. Employees with concerns that they may have experienced discrimination, harassment or retaliation from a third party doing business with ________, such as independent contractors, vendors, suppliers or others, should contact their immediate supervisor as soon as possible. Any complaint made in this regard will be dealt with promptly and confidentially.

The Policy prohibits conduct that may constitute discrimination, harassment or retaliation, including, but not limited to: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, genetic characteristics and a conviction for which a pardon had been grated or a record suspended. There is no hierarchy among the above-mentioned grounds for discrimination and harassment. In other words, none of them is more important or more significant than the others.

________ does not tolerate any acts of discrimination, harassment or retaliation by or towards any person. Harassment, discrimination or retaliation of any kind shall be considered a form of misconduct by an employee and sanctions will be imposed on those who engage in such acts as well as on management who knowingly permit such conduct to continue.

Definition:

  • Psychological/emotional harassment: Psychological/emotional harassment included any vexatious behaviour in the form of repeated and hostile or unwanted conduct, words, actions or gestures that affects an employee's dignity or psychological or physical integrity and that results in a harmful work environment for the employee. A single serious act of conduct may also constitute psychological harassment if it causes such harm and has a continuing harmful effect on the employee.
  • Sexual harassment: Sexual harassment included any form of unwanted attention or unwanted advances with sexual connotations, such as: insistent solicitation, glances, kisses or touching, sexist insults, rude comments. Sexual harassment also included any comments, jokes or images with sexual connotations transmitted by any technological or other means.
  • Discrimination: Discrimination is the act of treating a person differently because of their personal characteristics and preventing them from exercising their rights.
  • Retaliation: Retaliation is prohibited by the Canadian Human Rights Acts. It is a discriminatory practice for a person against whom a complaint has been filed under Part III, or any person acting on their behalf, to retaliate or threaten retaliation against the individual who filed the complaint or the alleged victim. ________ prohibits retaliation against any employee who has reported a breach of the Policy, any employee who has participated in an investigation of a reported breach of the Policy, or the family member of such employee. Retaliation is prohibited in the following cases (as examples only):
    • When a complaint has been filed with the company;
    • When a complaint has been filed with a competent authority or government agency;
    • When a person a given testimony;
    • When a person has cooperated or participated in an investigation.

Training: All employees are required to complete the full training provided by ________ on discrimination, harassment and retaliation. New employees will not be permitted to assume their duties until this training has been completed. If you have any questions regarding the training, please contact your immediate supervisor.

Complaint and Reports Process: Employees who suspect that they have experienced harassment or discrimination are encouraged to document the behaviour and must immediately report the incident to their supervisor or, it the complaint involves their supervisor, to a higher manager. People acting on behalf of the employer who have received a report of such behaviour are advised to document it thoroughly. The complaint or report may be made verbally or in writing.

Employees may also file a complaint with the Canadian Human Rights Commission.

Intervention and investigation procedures:

________ will promptly and thoroughly investigate all complaints reported under this Policy.

The investigation will be completed in a timely manner. Investigation may involve interviews, review of physical evidence, and involvement of qualified personnel such as human resources or legal counsel. The investigation will remain confidential and will only be disclosed if the need arises. ________ will also keep a record of the investigation, including documentation of all interviews and evidence, so that the complainant can monitor its progress.

Upon completion of the investigation, ________ will take any action deemed appropriate based on the evidence gathered, including termination of the offending employee or reporting to law enforcement authorities.

If ________ finds that the behaviour does not correspond to the definition of discrimination, harassment or retaliation, but the behaviour is not controlled, ________ will take appropriate action to remedy the situation.

If an employee reporting a complaint under the Policy feels that the response of ________ is not adequate, he/she may appeal to the competent authorities if he/she deems it necessary, in his/her sole and exclusive discretion.

Expectations: ________ expects staff to contribute to a workplace free from discrimination, harassment and retaliation, to respect individuals in the course of their work, to participate in the mechanisms established by the employer to prevent and stop discrimination, harassment and retaliation, and to report any situation relating to discrimination, harassment or retaliation as soon as possible to one of the responsible persons designated by ________.

Additional Information: Managers or Team Leaders are responsible for educating employees on their individual responsibility to maintain a workplace free of discrimination, harassment and retaliation. With the cooperation of the staff of every work unit, managers or team leaders are also responsible for identifying risk factors, to decide or recommend actions to be taken to prevent risk situations, to follow up, to intervene informally or formally to resolve risk situations and finally to decide on or recommend actions to be taken as a result of an intervention, including disciplinary measures.

Communication: It is essential that all employees communicate with ________ regarding any incidents involving discrimination, harassment or retaliation. ________ is only able to assist employees when the issue is brought to its attention. It is the employee's responsibility to raise such concerns as soon as possible.

Legislation: 552 852555 258255 525255558 8225852822, 85255852 85252 882528 882 525 522 2528828858 258255 525255558 8828 52282 22 522 882552822 2552 82282825228 58885828252822, 5555882222 25 52258852822 82 252 825228582.

Local Protections: 522822228 252 5882 8222582 252 825222, 8822 25 2282 82 85885 2522 8882 22 2825 252 82 5558282258 8588 5258282 58885828252822, 5555882222 25 52258852822 252 82 5228885882.

52 252 22282222 558 8222 252 888282 22 52852225 25288858 8222582, 225825 25288858 82228222222 25 225825 825558 5828, 2588 8225582 252 8228282522 5 85822. 52 88 82522282 52822222525 2552 228882 55252582828 82 822258225.

Limitation: Nothing in the Policy is intended to replace or limit the rights that employees may have to seek remedies under applicable laws.

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NON-DISCRIMINATION, HARASSMENT AND RETALIATION POLICY

________ ("Employer")

Effective Date: ________


Purpose of the Policy: ________ is committed to providing a workplace that is safe, respectful and in compliance with the Canadian Human Rights Act that promoted equality and is free of all forms of discrimination, psychological and/or sexual harassment and reprisals. As part of this commitment, ________ had implemented this Non-discrimination, Harassment and Retaliation Policy (the "Policy").

Scope of the Policy: This Policy applies to all employees, including senior executives, officers and directors, as well as temporary staff, volunteers or interns (all those listed here will be collectively referred to as "Employees").

Employees are prohibited from committing any acts of harassment, discrimination or retaliation against other employees, independent contractors, vendors, suppliers or any other person doing business with ________. Any employee who violates the Policy will be subject to immediate and severe disciplinary action, up to and including termination of employment.

________ also prohibits third parties doing business with the Company from committing any acts of harassment, discrimination or retaliation against its employees. Employees with concerns that they may have experienced discrimination, harassment or retaliation from a third party doing business with ________, such as independent contractors, vendors, suppliers or others, should contact their immediate supervisor as soon as possible. Any complaint made in this regard will be dealt with promptly and confidentially.

The Policy prohibits conduct that may constitute discrimination, harassment or retaliation, including, but not limited to: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, genetic characteristics and a conviction for which a pardon had been grated or a record suspended. There is no hierarchy among the above-mentioned grounds for discrimination and harassment. In other words, none of them is more important or more significant than the others.

________ does not tolerate any acts of discrimination, harassment or retaliation by or towards any person. Harassment, discrimination or retaliation of any kind shall be considered a form of misconduct by an employee and sanctions will be imposed on those who engage in such acts as well as on management who knowingly permit such conduct to continue.

Definition:

  • Psychological/emotional harassment: Psychological/emotional harassment included any vexatious behaviour in the form of repeated and hostile or unwanted conduct, words, actions or gestures that affects an employee's dignity or psychological or physical integrity and that results in a harmful work environment for the employee. A single serious act of conduct may also constitute psychological harassment if it causes such harm and has a continuing harmful effect on the employee.
  • Sexual harassment: Sexual harassment included any form of unwanted attention or unwanted advances with sexual connotations, such as: insistent solicitation, glances, kisses or touching, sexist insults, rude comments. Sexual harassment also included any comments, jokes or images with sexual connotations transmitted by any technological or other means.
  • Discrimination: Discrimination is the act of treating a person differently because of their personal characteristics and preventing them from exercising their rights.
  • Retaliation: Retaliation is prohibited by the Canadian Human Rights Acts. It is a discriminatory practice for a person against whom a complaint has been filed under Part III, or any person acting on their behalf, to retaliate or threaten retaliation against the individual who filed the complaint or the alleged victim. ________ prohibits retaliation against any employee who has reported a breach of the Policy, any employee who has participated in an investigation of a reported breach of the Policy, or the family member of such employee. Retaliation is prohibited in the following cases (as examples only):
    • When a complaint has been filed with the company;
    • When a complaint has been filed with a competent authority or government agency;
    • When a person a given testimony;
    • When a person has cooperated or participated in an investigation.

Training: All employees are required to complete the full training provided by ________ on discrimination, harassment and retaliation. New employees will not be permitted to assume their duties until this training has been completed. If you have any questions regarding the training, please contact your immediate supervisor.

Complaint and Reports Process: Employees who suspect that they have experienced harassment or discrimination are encouraged to document the behaviour and must immediately report the incident to their supervisor or, it the complaint involves their supervisor, to a higher manager. People acting on behalf of the employer who have received a report of such behaviour are advised to document it thoroughly. The complaint or report may be made verbally or in writing.

Employees may also file a complaint with the Canadian Human Rights Commission.

Intervention and investigation procedures:

________ will promptly and thoroughly investigate all complaints reported under this Policy.

The investigation will be completed in a timely manner. Investigation may involve interviews, review of physical evidence, and involvement of qualified personnel such as human resources or legal counsel. The investigation will remain confidential and will only be disclosed if the need arises. ________ will also keep a record of the investigation, including documentation of all interviews and evidence, so that the complainant can monitor its progress.

Upon completion of the investigation, ________ will take any action deemed appropriate based on the evidence gathered, including termination of the offending employee or reporting to law enforcement authorities.

If ________ finds that the behaviour does not correspond to the definition of discrimination, harassment or retaliation, but the behaviour is not controlled, ________ will take appropriate action to remedy the situation.

If an employee reporting a complaint under the Policy feels that the response of ________ is not adequate, he/she may appeal to the competent authorities if he/she deems it necessary, in his/her sole and exclusive discretion.

Expectations: ________ expects staff to contribute to a workplace free from discrimination, harassment and retaliation, to respect individuals in the course of their work, to participate in the mechanisms established by the employer to prevent and stop discrimination, harassment and retaliation, and to report any situation relating to discrimination, harassment or retaliation as soon as possible to one of the responsible persons designated by ________.

Additional Information: Managers or Team Leaders are responsible for educating employees on their individual responsibility to maintain a workplace free of discrimination, harassment and retaliation. With the cooperation of the staff of every work unit, managers or team leaders are also responsible for identifying risk factors, to decide or recommend actions to be taken to prevent risk situations, to follow up, to intervene informally or formally to resolve risk situations and finally to decide on or recommend actions to be taken as a result of an intervention, including disciplinary measures.

Communication: It is essential that all employees communicate with ________ regarding any incidents involving discrimination, harassment or retaliation. ________ is only able to assist employees when the issue is brought to its attention. It is the employee's responsibility to raise such concerns as soon as possible.

Legislation: 552 852555 258255 525255558 8225852822, 85255852 85252 882528 882 525 522 2528828858 258255 525255558 8828 52282 22 522 882552822 2552 82282825228 58885828252822, 5555882222 25 52258852822 82 252 825228582.

Local Protections: 522822228 252 5882 8222582 252 825222, 8822 25 2282 82 85885 2522 8882 22 2825 252 82 5558282258 8588 5258282 58885828252822, 5555882222 25 52258852822 252 82 5228885882.

52 252 22282222 558 8222 252 888282 22 52852225 25288858 8222582, 225825 25288858 82228222222 25 225825 825558 5828, 2588 8225582 252 8228282522 5 85822. 52 88 82522282 52822222525 2552 228882 55252582828 82 822258225.

Limitation: Nothing in the Policy is intended to replace or limit the rights that employees may have to seek remedies under applicable laws.