Vertical Staffing Resources Inc. is committed to fostering a harassment-free workplace where all employees are treated with respect and dignity.
The Canadian Human Rights Act protect employees from harassment based on race,national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.
Harassment at Vertical Staffing Resources Inc.is not tolerated. Employees who are found to have harassed another individual, verbally or non-verbally, maybe subject to disciplinary action. This includes any employee who:interferes with the resolution of a harassment complaint; retaliates against an individual for filing a harassment complaint;or files an unsubstantiated harassment complaint intended to cause harm.
This policy applies to all current employees of Vertical Staffing Resources Inc., including full and part-time, casual, contract, permanent and temporary employees. This policy also applies to qualified job candidates.
This policy applies to all behaviour that is in someway connected to work, including during off-site meetings, training and on business trips.
offending or humiliating someone physically or verbally;
threatening or intimidating someone;
or making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.
Sexual Harassment is:
offensive or humiliating behaviour that is related to a person’s sex;
behavior of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; or
behavior of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.
Responsibilities & Expectations
Vertical Staffing Resources is responsible for:
Providing all employees a harassment-free workplace
Our Senior Manager is responsible for:
Ensuring that this policy is applied in a timely, consistent and confidential mange
Determining whether or not allegations of harassment are substantiated
Determining what corrective action is appropriate where a harassment complaint has been substantiated
Our Human Resources Representative is responsible for:
The administration of this policy
Reviewing this policy annually, or as required
Making necessary adjustments to ensure that this policy meets the needs of the organization
Our Supervisors are responsible for:
Fostering a harassment-free work environment and setting an example regarding appropriate workplace behavior
Communicating the process for investigating and resolving harassment complaints by employees
Dealing with harassment situations immediately upon becoming aware of them, whether or not a harassment complaint has been made
Taking appropriate action during a harassment investigation, including separating the parties to the harassment complaint, when appropriate
Ensuring harassment situations are dealt with in a sensitive and confidential manner
Employees are responsible for:
Treating others with respect in the workplace
Reporting harassment to the Human Resources representative
Cooperating with a harassment investigation and respecting the confidentiality related to the investigation process
Employees can expect:
To be treated with respect in the workplace
That reported harassment will be dealt with in a timely, confidential and effective manner
To have their rights to a fair process and confidentiality respected during a harassment investigation
To be protected against retaliation for reporting harassment or cooperating with a harassment investigation
Procedures for Addressing a Harassment Complaint
Filing a Complaint
An employee may file a harassment complaint by contacting the Vertical Human Resources representative. The complaint may be expressed verbally or in writing. If the complaint is made verbally, the Human Resources representative will record the details provided by the employee. The employee should be prepared to provide details such as the situation that occurred, when it happened, how often the situation occurred and if there were any witnesses present (if applicable).
Complaints should be made as soon as possible but no later than within one (1) year of the last incident of perceived harassment, unless there are circumstance which prevented the employee from doing so.
The Vertical Human Resources representative will express to the person that the harassment complaint has been made against, in writing, that a harassment complaint has been filed. The letter will provide details of the allegations that have been made against him or her.
Every effort will be made to resolve harassment complaints within thirty (30) days. The Senior Manager will advise both parties of the reasons why, if this is not possible. If either party to a harassment complaint believes that the complaint is not being handled in accordance with this policy, he or she should contact the Senior Manager.
Whenever appropriate and possible, the parties to the harassment complaint will be offered mediation prior to proceeding with a harassment investigation.
Mediation is voluntary and confidential. It is intended to assist the parties to arrive at a mutually acceptable resolution to the harassment complaint.
The mediator will be a neutral person, agreed upon by both parties. The mediator will not be involved in investigating the complaint.
Each party to the complaint has the right to be accompanied and assisted during mediation sessions by a person of their choosing.
If mediation is inappropriate or does not resolve the issue, a harassment investigation will be conducted. All investigations will be handled by an individual who has the necessary training and experience. In some cases, an external consultant may be engaged for this purpose.
The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. All people who are interviewed will have the right to review their statement, as recorded by the investigator, to ensure its accuracy.
The investigator will prepare a report that will include:
A description of the allegations
The response of the person the complaint was made against
A summary of information learned from witnesses (if applicable)
A decision about whether, on a balance of probabilities, harassment did occur.
This report will be submitted to Senior Management. Both parties to the complaint will be given a copy of the report.
If a harassment complaint is substantiated, the Senior Manager will decide what action is appropriate.
Remedies for the employee who was harassed may include: an oral or written apology; compensation for lost wages; compensation for any lost employment benefits such as sick leave; and compensation for hurt feelings.
Corrective action for the employee found to have engaged in harassment may include: a reprimand; a suspension; a transfer; a demotion; and/or dismissal.
Both parties to the complaint will be advised, in writing, of the decision.
An employee who is not satisfied with the outcome of the harassment complaint process may file a discrimination complaint with the Canadian Human Rights Commission.
Both parties to the complaint will be advised, in writing, of the decision.
Privacy & Confidentiality
All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know.
Vertical Staffing Resources will review this policy and procedures on an annual basis, or as required, and will make necessary adjustments to ensure that it meets the needs of all employees.
Enquiries about this policy and related procedures can be made to Anthony Calce or a Human Resources representative.
Date: October 01, 2020