Brief

This policy was created in accordance with IFSSA's values of respect and dignity for all its employees, partners, and clients. It outlines our stances on, definition of, and procedures regarding any & all harassment issues.

Policy Body

IFSSA does not tolerate harassment of our job applicants, contractors, volunteers or employees by another employee, supervisor, vendor, client, or any third party. Any form of harassment on the basis of race, colour, religious beliefs, gender, age, place of origin, mental or physical disability, marital status, family status, ancestry, source of income or other categories protected by federal, provincial or territorial local laws is a violation of this standard and will be treated as a disciplinary matter up to and including termination.

IFSSA has zero tolerance for harassment and is committed to a workplace free of any harassment. This standard also prohibits disrespectful, inappropriate, and unprofessional behaviour that may or may not be harassment under the law. This standard is in accordance with and in furtherance of the IFSSA Code of Conduct and IFSSA Policies.

Harassment is defined in this requirement as unwelcome verbal, visual, or physical conduct creating an intimidating, offensive, or hostile work environment that interferes with work performance. Harassment can be verbal, graphic, or physical and denigrates or shows hostility or aversion towards an individual because of any protected characteristic. This requirement also includes bullying, defined as the repeated use of force, threats, intimidation, or coercion to aggressively impose control over others. Such conduct violates this standard, even if it is not unlawful. All such conduct is unacceptable in the workplace and in any work related settings such as business trips and business-related social functions, regardless of whether the conduct is engaged in by a supervisor, coworker, client, customer, vendor, or other third party.

Procedures

  1. Employees are requested to familiarize themselves with the Harassment Policy and will need to sign an acknowledgement form upon commencement of employment in Canada.
  2. In the event of potential harassment: Any person who believes that he or she is being harassed or bullied should contact their immediate supervisor. If you fear harm or retaliation, or if the behaviour continues, contact your supervisor or manager.
  3. If you do not wish to involve your supervisor, you should contact a Board Member or the Executive Director. You are encouraged to select the option with which you are most comfortable so the matter may be investigated promptly and resolved.

Notes

Please consult the IFSSA Code of Conduct and IFSSA Policies to understand our values and procedures with respect to staff conduct and treatment. If you believe you are being harassed along the lines of personal identity (race, gender, ethnicity, age, etc), then please familiarize yourself with the Alberta Human Rights Commission's protected areas and their information sheet on harassment.