Anti-Harassment Policy

Harassment Prevention Policy

 

Axcess Talent Management Solutions, in co-operation with our clients, is committed to a healthy, harassment-free work environment for all our employees. Axcess Talent Management Solutions has developed a company-wide policy intended to prevent harassment of any type, including sexual harassment, of its employees, customers, and clients and to deal quickly and effectively with any incident that might occur.

 

Definition of harassment

 

Harassment that is covered under the Alberta Human Rights Act occurs when an employee is subjected to unwelcome verbal or physical conduct because of race, religious beliefs, color, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation. Alberta human rights law prohibits workplace harassment based on these grounds. Harassment that is not linked to one of these protected grounds is not covered under the Act. The behavior need not be intentional in order to be considered harassment.

 

Examples of harassment that will not be tolerated in Axcess Talent Management Solutions are verbal or physical abuse, threats, derogatory remarks, jokes, innuendo or taunts related to any employee’s race, religious beliefs, color, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation. Axcess Talent Management Solutions also will not tolerate the display of pornographic, racist, or offensive signs or images; offensive jokes based on race, gender, or other grounds protected under the Act that result in awkwardness or embarrassment; and unwelcome invitations or requests, whether indirect or explicit.

 

Definition of sexual harassment

 

The Alberta Human Rights Act prohibits discrimination based on the ground of gender. Protection from sexual harassment is included under the ground of gender. Unwanted sexual advances, unwanted requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when:

 

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or
2. submission to, or rejection of, such conduct by an individual affects that individual’s employment.

 

Sexual harassment can include such things as pinching, patting, rubbing or leering, “dirty” jokes, pictures or pornographic materials, comments, suggestions, innuendoes, requests, or demands of a sexual nature. All harassment is offensive and, in many cases, it intimidates others. It will not be tolerated within our company.

 

A) How to proceed if you are being harassed

 

1. If it is possible, tell the harasser that their behavior is unwelcome and ask them to stop.
2. Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). You do not have to have a record of events in order to make a complaint, but a record can strengthen your case and help you remember details over time.
3. Make a complaint. If, after asking the harasser to stop their behavior, the harassment continues, report the problem to one of the following individuals: Department Manager (if possible)b. Director of Human Resourcesc. Union Representative (if applicable)

 

You also have the right to contact the Alberta Human Rights Commission to make a complaint of harassment that is based on any of the grounds protected from discrimination under the Alberta Human Rights Act. The protected grounds are race, religious beliefs, color, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, and sexual orientation. You can also report any incident of assault that has occurred to the police.

 

B) Internal harassment complaint process

 

1. Once an internal complaint is received by Axcess Talent Management Solutions, it will be kept strictly confidential. Appropriate action will be undertaken immediately to deal with the allegations. Action taken may include mediation. If a grievance is filed through the union, the union will advise you of the steps they will be taking.
2. The Department Manager or Director of Human Resources will interview you as well as the alleged harasser and any individuals who may be able to provide relevant information related to your allegations. All information collected will be kept in confidence.
3. If appropriate, Axcess Talent Management Solutions will attempt to resolve the complaint by mediation. If mediation is not successful, an investigation will be undertaken by an investigator designated by Axcess Talent Management Solutions.
4. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser’s file. No documentation will be placed on the complainant’s file when the complaint has been made in good faith, whether or not there was a finding of harassment.
5. If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.
6. Regardless of the outcome of a harassment complaint made in good faith, the employee lodging the complaint as well as anyone providing information will be protected from any form of retaliation by either co-workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company, or harassment for having made a complaint or having provided evidence regarding the complaint.

 

C) Responsibility of management

 

It is the responsibility of a director, manager, director of human resources, or any other person within this company who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a complaint be dismissed or downplayed, nor should the complainant be told to deal with it personally. Axcess Talent Management Solutions seeks to provide a safe, healthy, and rewarding work environment for its employees, clients, and customers. Harassment will not be tolerated within our company. If you feel that you are being harassed, contact us. We want to hear from you.