Commitment to Safety

 

As President of The Bagg Group , I am committed to the prevention of workplace violence and harassment and responsible for providing a work environment in which all individuals are treated with respect, fairness, and dignity.

Purpose

This policy outlines management’s commitment to prevent workplace violence and harassment and familiarizes all workplace parties with the related terminology as well as their individual responsibilities and duties.

Scope

The Workplace Violence & Harassment Policy applies to all employees and associates of The Bagg Group.

Legislation

To establish this policy, The Bagg Group has consulted with the Joint Health and Safety Committee and the following legislation governing workplace violence and harassment in Ontario: The Occupational Health and Safety Act; The Criminal Code of Canada; and The Ontario Human Rights Code.

Definitions

Workplace Violence

a) The exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker;
b) An attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker;
c) A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Workplace Harassment

A course of vexatious conduct or comment against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. Harassment may comprise of any objectionable act, communication or display that is perceived to be insulting frightening, embarrassing, offensive, humiliating, demeaning, or otherwise unwelcome.

Sexual harassment is a special kind of workplace harassment involving conduct of a sexual nature. Sexual harassment is any conduct or comment of a sexual nature that is likely to cause offence or humiliation to an employee, or that might be perceived as placing condition of a sexual nature on employment or on any employment opportunity.

Expectations & Commitments

There is a workplace violence and harassment program that implements this policy.  It includes guidance measures and procedures to protect workers from workplace violence and harassment, a means of summoning immediate assistance and a process for workers to report incidents or acts and concerns of workplace violence and harassment.  This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace such as performance management.

Roles & Responsibilities of Workplace Parties

Management will:

  • Take all reasonable precautions necessary to protect all employees, volunteers, and visitors from workplace harassment and violence and to ensure team members are aware of their rights and responsibilities as they relate to the prevention of workplace violence and harassment;
  • Provide the necessary information, and instruction (including annual refresher training) to all workers and volunteers on the contents of the workplace violence and harassment program and any hazards;
  • Pledge to investigate and deal with all incidents and complaints of workplace violence and harassment in a fair and timely manner while respecting the privacy of all concerned to the extent possible.
  • Revisit complaints of any harassing nature to ensure they were handled correctly, ensure resolution was attained and look for any improvements to the program.

Supervisor will:

  • Adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information they need to protect themselves.

Worker will:

  • Work in compliance with this policy and the supporting program. All workers are encouraged to raise any concerns about workplace violence and to report any violent incidents or threats. (The workplace may wish to provide more information about how to report incidents, and may wish to emphasize there will be no negative consequences for reports made in good faith.)

Employees will not be penalized, reprimanded or in any way criticized when acting in good faith bringing forward a complaint or providing information regarding a complaint or incident of workplace violence or harassment.

 

Geoff Bagg

Geoff Bagg, President
January 2016