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Questions and Answers
What is the primary purpose of a Workplace Harassment Prevention Policy?
What is an example of verbal harassment?
On which of the following grounds is harassment prohibited?
Who is responsible for responding promptly to reports of harassment?
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What is the role of HR in preventing and addressing harassment?
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How will reports of harassment be investigated?
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What is the outcome of an investigation that finds harassment occurred?
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How often will the organization provide training on harassment prevention?
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Study Notes
Purpose and Scope
- A Workplace Harassment Prevention Policy outlines the organization's commitment to providing a safe and respectful work environment, free from harassment and discrimination.
- The policy applies to all employees, management, and third-party workers.
Definition of Harassment
- Harassment is any unwelcome behavior, comment, or action that is offensive, intimidating, or humiliating, and affects an individual's dignity or well-being.
- Examples of harassment include:
- Verbal harassment (e.g., name-calling, insults)
- Physical harassment (e.g., unwanted touching, pushing)
- Visual harassment (e.g., displaying offensive images)
- Psychological harassment (e.g., bullying, intimidation)
Prohibited Grounds
- The policy prohibits harassment based on:
- Race, ethnicity, or national origin
- Gender, gender identity, or gender expression
- Age, sexual orientation, or marital status
- Disability, religion, or creed
- Family status, or any other protected ground under human rights legislation
Responsibilities
- Employees: Report incidents of harassment to their supervisor, HR, or a designated contact.
- Supervisors/Managers: Respond promptly to reports, conduct investigations, and take corrective action.
- HR: Provide training, support, and resources to prevent and address harassment.
Investigation and Resolution
- Reports of harassment will be investigated promptly, fairly, and impartially.
- Investigations will be conducted by a trained investigator or HR representative.
- Disciplinary actions will be taken against individuals found to have engaged in harassment.
Prevention and Training
- The organization will provide regular training on harassment prevention and respectful workplace behavior.
- Training will include:
- Recognizing and reporting harassment
- Understanding power dynamics and bystander intervention
- Creating a respectful workplace culture
Confidentiality and Non-Retaliation
- Reports of harassment will be kept confidential to the extent possible.
- No employee will be retaliated against for reporting harassment or participating in an investigation.
Workplace Harassment Prevention Policy
- The policy aims to provide a safe and respectful work environment, free from harassment and discrimination, and applies to all employees, management, and third-party workers.
Definition of Harassment
- Harassment is any unwelcome behavior, comment, or action that affects an individual's dignity or well-being, and includes:
- Verbal harassment (e.g., name-calling, insults)
- Physical harassment (e.g., unwanted touching, pushing)
- Visual harassment (e.g., displaying offensive images)
- Psychological harassment (e.g., bullying, intimidation)
Prohibited Grounds
- The policy prohibits harassment based on:
- Race, ethnicity, or national origin
- Gender, gender identity, or gender expression
- Age, sexual orientation, or marital status
- Disability, religion, or creed
- Family status, or any other protected ground under human rights legislation
Responsibilities
- Employees are responsible for reporting incidents of harassment to their supervisor, HR, or a designated contact.
- Supervisors/Managers must respond promptly to reports, conduct investigations, and take corrective action.
- HR is responsible for providing training, support, and resources to prevent and address harassment.
Investigation and Resolution
- Reports of harassment will be investigated promptly, fairly, and impartially.
- Investigations will be conducted by a trained investigator or HR representative.
- Disciplinary actions will be taken against individuals found to have engaged in harassment.
Prevention and Training
- The organization will provide regular training on harassment prevention and respectful workplace behavior, including:
- Recognizing and reporting harassment
- Understanding power dynamics and bystander intervention
- Creating a respectful workplace culture
Confidentiality and Non-Retaliation
- Reports of harassment will be kept confidential to the extent possible.
- No employee will be retaliated against for reporting harassment or participating in an investigation.
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Description
Learn about the importance of a workplace harassment prevention policy and its significance in maintaining a safe and respectful work environment.
