Podcast
Questions and Answers
What is the primary purpose of a Workplace Harassment Prevention Policy?
What is the primary purpose of a Workplace Harassment Prevention Policy?
What is an example of verbal harassment?
What is an example of verbal harassment?
On which of the following grounds is harassment prohibited?
On which of the following grounds is harassment prohibited?
Who is responsible for responding promptly to reports of harassment?
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?
What is the role of HR in preventing and addressing harassment?
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How will reports of harassment be investigated?
How will reports of harassment be investigated?
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What is the outcome of an investigation that finds harassment occurred?
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?
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.
