NPF Harassment Prevention and Resolution Policy and Guidelines Awareness Session

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NPF Harassment Prevention and Resolution Policy
and GuidelinesAwareness Session
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Objectives of the Policy

• To maintain a positive workplace
• To ensure all are treated with respect, fairness
  dignity
• To inform all of their Roles, Rights and
  Responsibilities
• To provide guidance on acceptable conduct in the
  workplace
• To initiate prompt action to prevent and resolve
  harassment

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NPF Harassment Prevention and Resolution Policy

• Applies To
• The NPF Harassment Prevention and Resolution
  Policy applies to all NPF employees.
• The spirit and the principles of the Policy
  applies to all people entering the workplace.
• Complaints involving CAF Members or DND
  Employees be subject to the CAF/DND Harassment
  Prevention and Resolution Policy (DAOD 5012-0)

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Focus on Resolution
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Harassment is defined as

• any unwelcome and improper conduct by an
  individual that is directed at and offensive to
  another person or persons in the workplace and
  which the individual knew or ought reasonably to
  have known would cause offence or harm.

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Canadian Human Rights Act (CHRA)
NPF employees are also protected from harassment
under the Canadian Human Rights Act. Prohibited
Grounds of Discrimination listed in the CHRA

• Age
• Religion
• Sex (gender)
• Sexual Orientation
• Marital Status
• Family Status

• Race or Colour
• National or Ethnic Origin
• Physical or Mental Disability
• Criminal Offence for which a pardon has been
  granted

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Complaints to the Canadian Human Rights Commission

• Everyone subjected to harassment may submit a
  complain to the Canadian Human Rights Commission,
  however
• The CHRC has the discretion to not deal with a
  complaint unless the alleged victim has exhausted
  internal grievance or review procedures otherwise
  available to them. S41(1)(a)

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Types and Forms of Harassment

• Abuse of Authority
• Sexual Harassment
• Bullying
• Gossiping
• Isolation
• Workplace violence
• Stalking

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Abuse of Authority

• IS the misuse of power or authority inherent in
  an individuals position.

IS NOT the proper application of counseling,
performance assessment nor the legitimate
exercise of authority or discipline.
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Sexual Harassment can bebut is not limited to

• Advances or solicitations, implicit or explicit,
  for sexual favors as a condition of employment
• Reprisal for rejecting implicit or explicit
  advances
• Unwanted comments positive or negative
• Unwanted physical touching
• Sexual comments or jokes in the office

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Consensual Relationships

• Consensual relationships are not harassment, but
• A power imbalance can result in consent being
  obtained under perception of duress.
• The onus rests with the party with the authority
  to prove the relationship was consensual and not
  unwelcome.

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Impact on the workplace

• Unresolved harassment causes
• a poisoned work environment
• Absenteeism higher turnover
• increased mistakes injuries
• lost productivity down time
• higher operational costs
• costly litigation, damages a poor public image

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Impact on YOU!

• Unresolved harassment causes
• Low morale lower self-esteem
• Anxiety performance issues
• Sadness, irritability
• possibly depression
• Seeps into home life

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Employee Responsibilities

• All NPF employees have a responsibility to
• Comply with the Policy and Guidelines
• Refrain from offensive conduct
• Correct or report harassment
• Take action if subjected to harassment
• Support others to do the same

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Supervisors / Managers Responsibility

• Implement, monitor and apply the Policy and
  Guidelines in the workplace
• Not condone harassment
• Practice early intervention
• Advise the Conflict Management Office of any
  potential or actual complaints
• Maintain confidentiality

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Resolution Options

• Step 1 Address the issue with the other person.
• Step 2 Go to your supervisor for help.
• Step 3 Submit a Harassment Complaint.
• At any step along the way you can contact the
  Conflict Management Office for help, support or
  informal conflict management services.

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Conflict Management Office

• Informal Conflict Management Services include
• Policy Advice
• Consultation
• Conflict Coaching
• Facilitation
• Mediation
• Group Work

Toll Free 1-800-506-6679
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Informal Conflict Management

• Voluntary
• Neutral
• Work relationships preserved
• Resolves issues rather than placing blame
• Parties control the outcome
• Faster, cheaper, more effective longer lasting

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Submitting a Harassment Complaint

• A signed and dated complaint can be submitted to
  the supervisor/manager, the HRM or the Conflict
  Management Office.
• It will be reviewed against the following
  criteria
• 12 months from the last incident
• Repeated incidences or a single sever event
• Meets the definition of harassment in the NPF
  Harassment Prevention and Resolution Policy

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Harassment Complaint Process

• If the complaint is accepted
• Both parties will be offered Informal conflict
  management.
• The Respondent will be given the opportunity to
  respond to the allegations.
• The Conflict Management Office will keep both
  parties informed.
• The Responsible Officer the Division Head
  will decide on all harassment complaints.

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Rights and Responsibilities

• The rights and responsibilities of the
  Complainant and Respondent include
• Rights - impartial review of all evidence, access
  to a complain assistant, a copy of the
  Responsible Officers decision
• Responsibilities no retaliation, maintain
  confidentiality, consider informal conflict
  management
• CFMWS has zero tolerance for retaliation.

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Benefits of Addressing Harassment?
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Conclusion

• We all have the ability and responsibility to
  make our workplace positive and harassment free.
• Early intervention is the best solution.
• Stop bad behaviour in your own workplace.
• If you are being harassed, there are resources
  available to help.

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Contact

• Nicole Smith
• Conflict Management Advisor
• Smith.Nicole_at_cfmws.com
• [phone]
• Kim Ann Chute
• Senior Advisor Conflict Management
• Chute.kimann_at_cfmws.com
• [phone]