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People and Organizations in North Toronto Harassment Policy and Complaints and Concerns Procedures April 25, 2016

1. Policy

2. Purpose 3. Harassment Definition 4. Complaints and Concern Procedures  Individual Being Subjected to Harassment  Observer(s) of the Harassment 5. Process for Addressing the Complaint or Concern


The Harassment Policy and Complaints and Concerns Procedures must be reviewed and updated annually or if legislative or operational changes occur/are required. The Executive Director and Risk Management Committee (POINT Executive Board) are responsible for maintaining this document current.

Harassment Policy and Complaints and Concerns Procedures Change Management History – April 25th, 2016

Changes

Date of Changes

Reviewed / approved by: (Name/Position) Diane Werner – ED

Completion Date March 30, 2016

 Created the Harassment and Complaints and Concerns Procedures Document  Finalize Document

April, 2016

April, 2016

Diane Werner, Anka Jamnik (BD Chair)

April 25, 2016

 Distribution - Board Executive Committee

April, 2016

April/May, 2016

 Document reviewed

Jan, 2018

ED, POINT Executive Board: A. Jamnik, K. Carswell A. O’Conner, S. Potwin CIS Coordinator, ED

POINT Harassment Policy and Complaints and Concerns Procedures April 25, 2016

Jan 2018

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POINT Inc. Harassment Policy and Complaints and Concerns Procedures Policy: People and Organizations in North Toronto (P.O.I.N.T. Inc.) is committed to ensuring a positive, harassment-free environment in which all individuals are treated with respect and dignity and able to fully participate. Harassment will not be tolerated from any staff member, volunteer, board member, client, or program participant. Each individual at POINT is expected to be dedicated to preventing harassment on the premises of POINT and off-site wherever the organization is providing programs and services, and will be held accountable for their actions. POINT is committed to a comprehensive strategy to address harassment and discrimination, including:  providing training and education to make sure everyone knows their rights and responsibilities  regularly monitoring organizational systems for barriers relating to the Ontario Human Rights Code grounds  providing an effective and fair complaints procedure  promoting appropriate standards of conduct at all times.

Purpose: The purpose of this policy is to ensure that staff members, volunteers, board members, clients, program participants, members, and partner organizations of POINT are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organization, as well as being a violation of the law.

Harassment Definition: Harassment in the workplace, for the purpose of this policy, is defined as the following: “Engaging in a course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. This may involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning or POINT Harassment Policy and Complaints and Concerns Procedures April 25, 2016

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unwelcome, based on a ground of discrimination identified by this policy. Harassment can occur based on any of the grounds of discrimination.” (Source: Ontario Human Rights Code).

Examples of harassment behaviours may include:     

Making remarks, jokes or innuendos that demean, ridicule, intimidate, or offend; Displaying or circulating offensive pictures or materials in print or electronic form; Bullying; Repeated offensive or intimidating phone calls or e-mails; or Inappropriate touching, advances, suggestions or requests.

Complaints and Concerns Procedure: Individual Being Subjected to Harassment 1. Tell the harasser his/her behaviour is unwelcome and ask him/her to stop. 2. Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). The individual does not have to have a record of events in order to file a complaint, but a record can strengthen his/her case and help them to remember details over time. 3. File a complaint. If after asking the harasser to stop his/her behaviour, the harassment continues, report the problem to the Executive Director.

Observer(s) of the Harassment Staff, volunteers, board members, clients, program participants, members, and partner agencies, are expected to report any individual or witnessed incident of harassment, discrimination or other unwelcome behaviour on an immediate basis to the POINT Executive Director and the Board Chair. The complaint should be submitted in writing. If this is not possible, then the individual reporting the complaint should speak to the Executive Director or designated POINT staff member who will record the incident information, and pass it on to the Executive Director and the Board Chair. This action should be filed as soon as possible after the circumstances giving rise to the complaint but no later than one week after the occurrence.

POINT Harassment Policy and Complaints and Concerns Procedures April 25, 2016

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Process for Addressing the Complaint or Concern: When a complaint or concern is reported, it is the responsibility of the Executive Director to immediately investigate and take appropriate action to report or deal with incidents of harassment of any type whether brought to their attention or personally observed. This investigation will begin within one working day of the receipt of a complaint or concern, and may be done in a formal or informal way. The investigation will be conducted in confidence and without prejudice. The Executive Director will document and report all complaints to the board in a manner that maintains the confidentiality of the complainant and alleged harasser. Where resolution is not reached, the complaint or concern, and any information/documentation collected will be brought to the attention of the POINT Board Executive Committee, who, in camera will do the following:     

Review the complaint or concern, and the results of the investigation / counselling provided Assess the investigator’s recommendations Determine a course of action, include meeting with the parties if appropriate Report the incident or issue, and resolution in person to the POINT Board of Directors Ensure that in all cases, the person(s) involved, and the complaint or concerns are treated with respect and in confidence.

If the incident or issue remains unresolved, the Board will mediate or arbitrate a resolution on a confidential basis and without prejudice.

POINT Harassment Policy and Complaints and Concerns Procedures April 25, 2016

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Profile for P.O.I.N.T. Inc.

P.O.I.N.T. Inc. Harassment Policy 2018  

P.O.I.N.T. Inc. Harassment Policy 2018  

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