Anti-Violence & Anti-Harassment Policy

PURPOSE

The Timmins Food Bank is committed to a work environment free of discrimination, harassment, and violence, in line with our Mission Statement.  This is a recognized Human Resources and Health and Safety issue, and the Timmins Food Bank will take all reasonable measures to prevent discrimination, harassment, or violence in the workplace.  The Timmins Food Bank is committed to providing such an environment and its values of acting respectfully and inclusivity underpin this goal.

PROCEDURE

This policy applies to all volunteers and employees at all Timmins Food Bank locations and places of business.   This includes work from a private residence, a temporary location, travel, or any other applicable location, and covers all forms of communications, including but not limited to audio, video, email, or other messaging.

1. Zero tolerance

• • The health and safety of Timmins Food Bank’s volunteers, employees and workplace are of primary importance, and it is expected wherever work is conducted, it will be free of discrimination, harassment, or violence.  The Timmins Food Bank will not tolerate incidents of discrimination, harassment or violence by any employee, vendor, contractor, volunteer, visitor, or any other person in a Timmins Food Bank workplace or involved with Timmins Food Bank business.
  • Timmins Food Bank will take immediate action and may, where appropriate, remove a person from a workplace by security or police, or suspend or remove any company-issued communications credentials.  The Timmins Food Bank will discipline any volunteer violating this policy, up to and including dismissal.   If required, The Timmins Food Bank will report conduct to the supervisor, Chair of the Board, Board of Directors, or police.

2. Dealing with Unacceptable Behaviour

• • A volunteer or staff member who feels subjected to unacceptable workplace behaviour – whether this is discrimination, harassment or being subject to violence or the threat of violence – should first ask the offending colleague to stop or modify the behaviour in question if they feel safe to do so. If the behaviour is not stopped or modified, then the offended employee should consult a supervisor or Board Chair.   If the offending colleague is the Board Chair, concern should be registered with the Board of Directors.   Any record or evidence of the behaviour should be brought forward to corroborate the allegation.
  • Investigations into unacceptable workplace behaviour will be conducted in the manner described in the Conflict Resolution Policy.  If a person is found to have engaged in unacceptable workplace behaviour, disciplinary measures will be taken.   Such measures may include suspension or dismissal and/or reporting the matter to the appropriate civil or criminal authorities.

Management will take whatever steps are reasonable to protect workers from workplace violence from all sources, including having employees, vendors, volunteers, or other people removed from the workplace by security or police, or suspending or removing any company-issued communications access.

Definitions

Within this policy, an employee and a volunteer shall be considered equivalent.

Discrimination per Human Rights legislation:

• • A course of vexatious comment or action that is known, or ought to be known to be unwelcome based on any Protected Grounds, including age, ancestry, colour, race, citizenship, ethnic origin, place of origin, creed, disability, family status, marital status, single status, genetic characteristics, gender identify, gender expression, record of offences, and sexual orientation.

The prohibition against discriminatory/harassing behaviour includes but is not limited to:

• • • behaviours directed by one party against another,
    • behaviours instigated by one party against another and carried out by a third party, and
    • behaviours that impact a third person because of that person’s association with a person against whom discriminatory behaviour is directed.

Discrimination per Occupational Health and Safety legislation

• • Essentially the same, however, a single action may be sufficient to be deemed “discriminatory”. It is the intent of this policy to follow all regulations contained in applicable Health & Safety legislation where the Timmins Food Bank conducts business.   The legislation includes, but is not limited to:
    • The Canadian Occupational Health & Safety Regulations
    • The Ontario Health & Safety Act

Harassment

• • May include comments or actions which are intimidating, offensive, inappropriate, annoying, hostile, hurtful, or malicious and which are known or which reasonably ought to have been known to be unwelcome.

Violence

• • The use of, attempted use of or threatened use of physical force, or an attempt to exercise physical force, by a person against a volunteer or employee in a workplace that causes or could cause physical injury to the volunteer or employee.  Violence includes but is not limited to hitting, punching, kicking, and intimidation.   Violence includes domestic violence that may find its way into the workplace.

Workplace

• • Includes without limitation, the offices of the Timmins Food Bank and any location where staff and/or volunteers are required to be together because of work demands, such as Timmins Food Bank functions and travel circumstances related to the Timmins Food Bank’s business. In addition, unacceptable behaviour that occurs outside the workplace but has repercussions in the work environment adversely affecting employees’ / volunteers’ working relationships or sense of safety and security, may also be defined as unacceptable workplace behaviour.

Responsibility

Board of Directors

The Board of Directors is expected to support, educate and promote a workplace free of discrimination, harassment, and violence.

Supervisors

• • Supervisors have the responsibility to investigate all situations that come to their attention in a manner that is impartial and respects, to the extent possible, the confidentiality of all parties.
  • Further, management has the responsibility to determine appropriate disciplinary action in the event of unlawful conduct, or in the event that it is determined the complaint was frivolous or malicious.

Staff and Volunteers

• • All staff and volunteers have a responsibility to act in a manner that maintains a safe and mutually respectful work environment.  In addition, individuals have a responsibility to advise management should they be subject to, or witness to, conduct that violates these principles.
  • Staff and volunteers are required to review the Workplace Discrimination, Harassment and Violence Policy.

External Investigator

• • As part of its commitment to a safe workplace, the Timmins Food Bank provides anonymous reporting of workplace incidents, if required, and investigation by an outside third party, if required.
  • It should keep a record of any incidents and provide resources with the goal of eliminating discrimination, harassment, and violence from the workplace.

Questions

If a volunteer or employee is unsure how to manage a situation, they should speak to their supervisor or Board Chair for guidance.

REFERENCE DOCUMENTS

• • The Canadian Occupational Health & Safety Regulations
  • The Ontario Health & Safety Act