Respectful Workplace Training Session Objectives To understand What bullying amp harassment is amp what it is not What the law on topic amp district policy require Respective Roles amp Responsibilities ID: 906105
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Slide1
LEARNING, GROWING, BELONGING TOGETHER
Respectful Workplace Training
Slide2Session ObjectivesTo understand:
What bullying & harassment is & what it is not What the law on topic & district policy require Respective Roles & Responsibilities Reporting procedures
Slide3What is Bullying and Harassment?
Slide4What is Bullying & Harassment?
When a person takes action that they knew or reasonably ought to have known, would cause another employee to be humiliated or intimidated. The action could be any unwelcome behavior, comment or gesture, overt or subtle, that is likely to demean, humiliate, intimidate, or offend an individual
There is no legitimate work-related purpose behind the action
Slide5What is Discriminatory Harassment or Bullying?
The adverse treatment of an individual or group, whether intentional or not related to a prohibited ground of discrimination under the British Columbia Human Rights Code: Prohibited Grounds include: Race, Colour Ancestry, Place of Origin
Political Belief, Religion
Marital Status, Family Status
Physical or mental disability
Sex, Sexual Orientation, Gender Identity or Expression
Age
Conviction of a criminal or summary conviction offence (unrelated to employment)
Slide6Examples may include:
Cartoons or other visual displays of objects, pictures or posters that depict persons in a derogatory way Verbal or written insults, slurs, jokes about a person, personal attacks Sabotaging work/ hiding tools
Exclusion or social isolation
Spreading malicious
rumours
/ cyber bullying
Purposely withholding vital information
Excessive micro-managing of work
Slide7What is Sexual Harassment?
Any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation to an employee Perceived by employee that there is a condition of a sexual nature placed on their employment or for a training opportunity or promotion
Slide8Examples may include:
Making sexual comments about a person’s appearance, body or clothing Sending inappropriate messages via text, email or social media
Asking someone about their romantic or sexual history
Making inappropriate sexual gestures, remarks or facial expressions
Sharing offensive or pornographic imagery
Telling lewd jokes or sharing stories about sexual experiences
Making insulting comments about someone’s gender identify or sexual orientation
Slide9Who? Where?
Harassment can come from co-workers, supervisors, employers, external sources Can come in the form of electronic communications (text, email, social media) Can occur at the worksite or during off site interactions
Slide10What is not Bullying
& Harassment? Expressing differences of opinion Offering constructive feedback
Making a legitimate complaint about another worker’s conduct
Reasonable management action, including decisions about:
Job duties and work to be performed
Workloads and deadlines
Layoffs, transfers, promotions and reorganizations
Work instruction, supervision, or feedback
Performance management
Discipline, suspensions, terminations
Slide11Dealing with Incidents or Complaints
Investigations that fall within the scope of the definitions of discrimination or bullying and harassment will be investigated. The Director of HR will appoint an investigator, who may be internal or external Investigations shall be fair, impartial and undertaken promptly.
All investigation
information is
treated as confidential
Slide12Harassment can be Unintential
The perception of the person who is the subject of the unwelcome behavior is important.
Lack of intent to harass or bully is
NOT
a defense.
Slide13District Policy/Procedure 420 Workplace Harassment and Discrimination
The Board of Education recognizes its obligation to provide work environments where individuals are treated with respect and dignity, free from harassment or bullying. The District’s Administrative Procedure 420 Respectful Workplaces outlines the process, responsibilities and reporting procedures.
Workers
MUST report if bullying or harassment is observed or experienced
The Board MUST investigate all reports
Slide14SD #27 Reporting Procedures
Employees are encouraged to bring their complaint to the attention of the person responsible for the conduct. There may be times when the person, who ought to have known, didn't realize their conduct had an impact on the other person and through discussion the issue can be resolved. If the employee is not comfortable or the conflict is too difficult:
Fill
out
the District Respectful Workplace Complaint Form
Submit th
e complaint
form
to
your
supervisor or the Director
of
Human Resources.
Slide15What MUST Workers Do?
Report if you observe or experience bullying and harassment NOT engage in workplace bullying and harassment Apply and comply with workplace policies and procedures
Slide16What MUST Supervisors Do?
NOT engage in workplace bullying and harassment Apply and comply with workplace policies and procedures
Slide17Review
Harassment and Bullying will not be tolerated It is an expectation that all workers will treat each other in a professional, respectful manner If you experience and or witness harassment and bullying, you MUST report it Legal requirement to report through WorkSafe BC
Slide18Please direct any questions to
Director
of HR or the Assistant Superintendent.