At Ontaricare Health Services (OHS), we prioritize a safe, productive, and healthy working environment. Our commitment to a workplace free from violence, harassment, and discrimination is outlined in our Workplace Anti-violence, Harassment, and Sexual Harassment Policy, guided by Bills 168 and 132 in Ontario.
Intent:
OHS is dedicated to fostering a work environment based on mutual respect, rejecting and prohibiting acts of violence, harassment, or bullying involving any OHS employee.
Definitions:
Workplace Violence:
- Any physical force causing or potentially causing injury, including threats, disruptive behavior, or inappropriate actions.
Domestic Violence:
- Harm or threats from a person with a personal relationship to a worker, extend to the workplace.
Personal Harassment:
- Unwelcome behavior with a connotation of a personal attribute, such as age, race, nationality, disability, etc.
Sexual Harassment:
- Unwanted sexual advances, reprisals, offensive remarks, or suggestive behavior.
Racial/Ethnic Harassment:
- Conduct or comments causing humiliation based on racial or ethnic background.
Workplace Harassment:
- Vexatious comment or conduct against a worker, including workplace sexual harassment.
Workplace Sexual Harassment:
- Vexatious comment or conduct based on sex, sexual orientation, gender identity, or expression.
Guidelines:
- OHS prohibits violence, discrimination, harassment, sexual harassment, and misconduct.
- Weapons are strictly prohibited on premises.
- Making false complaints or providing false information is a violation and subject to disciplinary action.
Application:
This policy applies to all OHS individuals, including employees, contractors, and management. OHS is committed to fair treatment in all aspects of employment.
Violence Risk Assessment:
OHS conducts a risk assessment to identify potential violence risks, taking measures to control and communicate identified risks to the Joint Health and Safety Committee or Safety Representative.
Reporting:
Employees are encouraged to report any violence immediately to management or HR. False complaints violate the policy and may lead to disciplinary action.
Investigating Reports:
OHS investigates all reported acts promptly, consulting with relevant parties, documenting findings, and taking corrective action. Confidentiality is maintained, and reprisals are strictly prohibited.
Discrimination and Harassment:
Employees may report discrimination or harassment through an informal or formal procedure. OHS conducts thorough investigations, respecting privacy, and informs complainant and respondent of findings.
Disciplinary Measures:
Violent behavior, harassment, or unacceptable conduct leads to disciplinary action, including counseling, warnings, or dismissal, depending on severity.
Record Keeping:
OHS maintains records of complaints, investigations, and corrective actions related to workplace harassment.
Confidentiality:
OHS prioritizes privacy, protecting complainants’ and respondents’ identities and circumstances unless required for investigation or disciplinary action.
Managing and Coaching:
Counseling, performance appraisal, work assignments, and disciplinary actions by managers or supervisors are not considered harassment under this policy.
Policy Review:
OHS reviews this policy annually, posting it prominently in the workplace to ensure ongoing commitment to a safe and respectful work environment.