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 (or provincial counterpart) that promotes equality and is free from all forms of discrimination, psychological and/or sexual harassment and reprisals. As part of this commitment, ________ has 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 that do 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 was granted 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:
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 if 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 (or provincial counterpart).
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 ________.
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Legislation: The Canada Labour Standards Regulation, Canadian Human Rights Act and any provincial Human Rights Codes and Labour Standards Acts apply to any situation that constitutes discrimination, harassment or retaliation in the workplace.
Local Protections: Employees may also contact the county, city or town in which they live to find out if additional laws against discrimination, harassment or retaliation may be applicable.
If the employee has been the victim of unwanted physical contact, forced physical confinement or forced sexual acts, this conduct may constitute a crime. It is strongly recommended that police authorities be contacted.
Limitation: Nothing in the Policy is intended to replace or limit the rights that employees may have to seek remedies under applicable laws.
I have received and reviewed this Policy and understand my obligations contained in this Policy. Failure to comply with this Policy may result in disciplinary action, up to and including termination.
I further understand that ________ reserves the unilateral right to make changes, future amendments, and modifications as they see fit.
_____________________
Employee signature
_____________________
Employee name (print)
_____________________
Date
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 (or provincial counterpart) that promotes equality and is free from all forms of discrimination, psychological and/or sexual harassment and reprisals. As part of this commitment, ________ has 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 that do 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 was granted 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:
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 if 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 (or provincial counterpart).
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 ________.
8558282258 52225252822: 25252258 25 5252 2255258 552 52822288882 225 255852822 222822228 22 25285 8258885558 52822288888822 22 25822582 5 825228582 2522 22 58885828252822, 5555882222 525 52258852822. 2825 252 82222552822 22 252 82522 22 28252 8252 5282, 25252258 25 2252 8255258 552 5882 52822288882 225 85222822822 5882 2582258, 22 528852 25 528222225 5828228 22 82 25222 22 2528222 5882 8825528228, 22 228828 52, 22 822258222 8222525882 25 22525882 22 5282882 5882 8825528228 525 2825882 22 528852 22 25 528222225 5828228 22 82 25222 58 5 528582 22 52 822258222822, 828855822 588882882552 22585528.
8222528852822: 52 88 288222858 2552 588 222822228 82225288522 8825 ________ 522555822 522 828852228 828288822 58885828252822, 5555882222 25 52258852822. ________ 88 2282 5882 22 588882 222822228 8522 252 88852 88 8525252 22 828 522222822. 52 88 252 22282222'8 52822288888822 22 55882 8585 82282528 58 8222 58 22888882.
Legislation: The Canada Labour Standards Regulation, Canadian Human Rights Act and any provincial Human Rights Codes and Labour Standards Acts apply to any situation that constitutes discrimination, harassment or retaliation in the workplace.
Local Protections: Employees may also contact the county, city or town in which they live to find out if additional laws against discrimination, harassment or retaliation may be applicable.
If the employee has been the victim of unwanted physical contact, forced physical confinement or forced sexual acts, this conduct may constitute a crime. It is strongly recommended that police authorities be contacted.
Limitation: Nothing in the Policy is intended to replace or limit the rights that employees may have to seek remedies under applicable laws.
I have received and reviewed this Policy and understand my obligations contained in this Policy. Failure to comply with this Policy may result in disciplinary action, up to and including termination.
I further understand that ________ reserves the unilateral right to make changes, future amendments, and modifications as they see fit.
_____________________
Employee signature
_____________________
Employee name (print)
_____________________
Date
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