Bullying and Harassment Policy
1. Workplace conduct
Bullying and harassment, including sexual harassment , is not acceptable or tolerated at PISE. All workers will be treated in a fair and respectful manner.
2. Definition – bullying and harassment:
a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but
b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.
Examples of conduct or comments that might constitute bullying and harassment include verbal aggression or yelling, humiliating initiation practices or hazing, spreading malicious rumors, and/or calling someone derogatory names.
Bullying and harassing behavior does not include expressing difference of opinion, offering constructive feedback, guidance or advice about work-related behavior, reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment (e.g., managing a worker’s performance, taking reasonable disciplinary actions, assigning work).
Definition- sexual harassment:
a) includes any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim. This conduct may be verbal, non-verbal, physical, deliberate or unintended.
Examples of conduct include a person in authority asking an employee for sexual favors in return for being hired or receiving promotions or other employee benefits, sexual advances with actual or implied work-related consequences, unwelcome remarks, questions, jokes or innuendo of a sexual nature including sexist comments or sexual invitations, verbal abuse, intimidation or threats of a sexual nature, leering, staring or making sexual gestures, display of pornographic or other sexual materials, offensive pictures, graffiti, cartoons or sayings, unwanted physical contact.
3. A worker’s obligation to take reasonable care to protect the health and safety of themselves or others include:
• not engaging in the bullying and harassment of other workers, supervisors, the employer or persons acting on behalf of the employer
• reporting if bullying and harassment is observed or experienced in the workplace; and
• applying and complying with the employer’s policies and procedures on bullying and harassment.
4. Application
This policy statement applies to all workers, including permanent, temporary, casual, contract, and student workers. It applies to interpersonal and electronic communications, such as email.
5. Annual Review
These procedures will be reviewed annually. All workers will be provided with a copy as soon as they are hired, and copies will be available at PISE’s full Human Resources Policy Manual can be found in hard copy at the Fitness Centre Front Desk and on the Q drive: Q/Operations/Administration.
How to Report Bullying and Harassment at PISE
1. How to report
Workers at PISE can report incidents or complaints of workplace bullying and harassment verbally or in writing. When submitting a written complaint, please use the workplace bullying and harassment complaint form. When reporting verbally, the reporting contact, along with the complainant, will fill out the complaint form.
2. When to report
Incidents or complaints should be reported as soon as possible after experiencing or witnessing an incident. This allows the incident to be investigated and addressed promptly.
3. Reporting contact
Report any incidents or complaints to Brianna Coburn, Human Resources & Administrative Coordinator at bcoburn@pise.ca (250)220-2587.
4. Alternate reporting contact
If the employer, the complainant’s supervisor, or the reporting contact named in Step 3 is the person engaging in bullying and harassing behavior, contact Anjeline Sran, Finance Manager at asran@pise.ca, (250) 220-2587.
5. What to include in a report
Provide as much information as possible in the report, such as the names of people involved, witnesses, where the events occurred, when they occurred, and what behavior and/or words led to the complaint. Attach any supporting documents, such as emails, handwritten notes, or photographs. Physical evidence, such as vandalized personal belongings, can also be submitted.
6. Review
This policy will be reviewed annually.
PISE Workplace bullying and harassment investigation procedures
1. How and when investigations will be conducted
Most investigations at PISE will be conducted internally. In complex or sensitive situations, an external investigator might be hired.
Investigations will:
• be undertaken promptly and diligently, and be as thorough as necessary, given the circumstances
• be fair and impartial, providing both the complainant and respondent equal treatment
in evaluating the allegations
• be sensitive to the interests of all parties involved, and maintain confidentiality
• be focused on finding facts and evidence, including interviews of the complainant, respondent, and any witnesses
• incorporate, where appropriate, any need or request from the complainant or respondent
for assistance during the investigation process
2. What will be included
Investigations will include interviews with the alleged target, the alleged bully or harasser, and any witnesses. If the alleged target and the alleged bully or harasser agree on what happened, then PISE will not investigate any further, and will determine what corrective action to take, if necessary.
The investigator will also review any evidence, such as emails, handwritten notes, photographs, or physical evidence like vandalized objects.
3. Roles and responsibilities
Robert Bettauer, CEO is responsible for ensuring workplace investigation procedures are followed.
Workers are expected to cooperate with investigators and provide any details of incidents they have experienced or witnessed.
Robert Bettauer, CEO will conduct investigations and provide a written report with conclusions to Stephen Chang, PISE Board Chair.
If external investigators are hired, they will conduct investigations and provide a written report with conclusions to Robert Bettauer, CEO.
For investigations which involve Robert Bettauer, Stephen Chang is responsible for ensuring investigation procedures are followed.
4. Follow-up
The alleged bully, or harasser, and alleged target will be advised of the investigation findings by Brianna Coburn, Human Resources & Administrative Coordinator.
Following an investigation, Brianna Coburn, Human Resources & Administrative Coordinator will review and revise workplace procedures to prevent any future bullying and harassment incidents in the workplace. Appropriate corrective actions will be taken within a reasonable time frame.
In appropriate circumstances, workers may be referred to the employee assistance program
or be encouraged to seek medical advice.
5. Record-keeping requirements
PISE expects that workers will keep written accounts of incidents to submit with any complaints. PISE will keep a written record of investigations, including the findings.
6. Annual review
These procedures will be reviewed annually.