Harassment - Employees

Policy Number: 
2308
Policy Responsibility: 
Director, Human Resources
Approved: 
Board of Governors
Effective: 
June 14, 2005
Last Amended: 
May 28, 2013

Context / Purpose: 

The Justice Institute of British Columbia (JIBC) is committed to providing a work environment that is free from discrimination, harassment, bullying, and misuse of authority and in which individual differences are valued and respected. 

The JIBC does not condone and will not tolerate any discrimination, harassment, bullying, or misuse of authority that undermines the dignity, self-esteem, and respect of any employee, seconded staff, contractor or volunteer.

Respect is the cornerstone of our working relationships.  All employees, seconded staff, contractors and volunteers share responsibility for creating a working environment that is free of discrimination, harassment, bullying and misuse of authority.

The JIBC considers discrimination, harassment, bullying or misuse of authority by any individual to be a serious breach of policy that requires immediate action.  Such action may include disciplinary measures up to and including dismissal or expulsion.

Policy Statement: 

Commitment to Prevention

The Justice Institute of British Columbia is committed to and responsible for:

  1. ensuring employees, seconded staff, contractors and volunteers are educated and aware of behaviours that may be considered discriminatory, harassing, bullying and/or a misuse of authority;
  2. ensuring employees, seconded staff, contractors and volunteers are educated and aware of their rights and responsibilities and the procedures to have concerns and complaints dealt with.

The Justice Institute of British Columbia demonstrates commitment and responsibility for providing a discrimination, harassment and bully-free workplace by taking actions to:

  1. discourage and prevent workplace harassment and bullying, including through the regular delivery of educational programs on all forms of workplace harassment;
  2. address all complaints of workplace discrimination, harassment, bullying or misuse of authority and to conduct investigations in a timely and confidential manner;
  3. ensure that workplace discrimination, harassment, bullying or misuse of authority procedures are fully implemented and followed;
  4. ensure that appropriate outcomes and corrective actions are taken where a complaint of workplace discrimination, harassment, bullying or misuse of authority is substantiated;
  5. regularly review the procedures of this policy to ensure that they adequately meet the policy objectives;
  6. ensure that proper records are maintained as required by this policy; and
  7. provide the training and resources for Advisors to fulfill their responsibilities under this policy.

Every employee, seconded staff, contractor or volunteer is required and obligated to play her or his part to:

  1. ensure that the working environment is free from workplace discrimination, harassment, bullying or misuse of authority;
  2. ensure that his or her workplace conduct does not constitute discrimination, harassment, bullying or misuse of authority; and
  3. follow the processes supported by this policy if she or he believes that an employee has experienced or is experiencing workplace discrimination, harassment, bullying or misuse of authority.

Consequences

The Director, Human Resources is responsible for reviewing each case on its individual merits and for ensuring that corrective measures are immediately taken when significant issues arise regarding compliance with this Policy. Corrective measures will range from education and training to discipline up to and including termination of employment or expulsion from an educational course and/or program.

Scope: 

This policy applies to all employees of the JIBC, seconded staff, contractors and volunteers.  The policy covers complaints made by employees, seconded staff, contractors or volunteers of alleged discrimination, harassment, bullying, or misuse of authority by:

  1. any employee, seconded staff, contractor or volunteer;
  2. any person having a business relationship with the JIBC (e.g. student,  vendor).

This policy applies to any location where the business of the JIBC is being conducted, including:

  1. the workplace itself (e.g. cafeteria, meeting rooms, offices, training simulations);
  2. other locations and situations such as business travel, off-site meetings, or any other event or place related to employment or where the employee, seconded staff, contractor or volunteer is present in the course of employment.

This policy applies to all workplace-related communications — including but not limited to in-person, telephonic, computer networks, information systems, applications, computers, smartphones, tablets and other communication devices and information assets, in writing, or through other mediums.

Last updated May 19, 2015