Workplace Violence & Harassment Policy

The management of rTraction is committed to providing a work environment in which all individuals are treated with respect and dignity, and the prevention of workplace violence. Management is ultimately responsible for worker health and safety.

On Workplace Violence

We will take whatever steps are reasonable to protect our workers from workplace violence from all sources. Workplace violence includes any attempt to exercise force against a worker in a workplace that could cause physical injury to the workers and any statement of behaviour that a worker could reasonably interpret as a threat to exercise physical force against the worker, in the workplace, that could cause physical injury to the worker.

Examples of workplace violence include (but are not limited to): verbally or electronically threatening to attack a worker, shaking a fist in a worker’s face, sexual violence against a worker, trying to run down a worker using a vehicle or equipment, throwing an object at a worker.

Violent behaviour in the workplace is unacceptable from anyone. This policy applies to rTraction staff, supervisors, and managers as well as clients and visitors. Everyone is expected to uphold this policy and to work together to prevent workplace violence.

There is a workplace violence program that implements this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns.

rTraction, as the employer, will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace.

Supervisors 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 and instruction to protect themselves.

On Workplace Harassment

Workplace harassment will not be tolerated from any person in the workplace. Everyone in the workplace must be dedicated to preventing workplace harassment. Managers, supervisors, and workers are expected to uphold this policy, and will be held accountable by the employer.

Workplace harassment means engaging in a course of vexatious comment or conduct against a worker, in a workplace, that is known or ought reasonably to be known to be unwelcome. Workplace harassment can involve unwelcome words or actions that are known or should be known to be offensive, embarrassing, humiliating or demeaning to a worker or group of workers. It can also include behaviour that intimidates, isolates or even discriminated against the targeted individual(s).

Harassment may also relate to a form of discrimination as set out in the Ontario Human Rights Code, but it does not have to. The Human Rights Code states; every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status or disability.

This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace.

Reporting an Incident

All workers are encouraged to report any incidents of workplace harassment and/or violence to David Billson without fear of negative consequences. No complainant shall suffer discipline or punishment because he or she has brought forward a complaint, provided information related to a complaint, or otherwise been involved in the complaint resolution process. Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment and/or violence in a timely and fair manner while respecting workers' privacy, to the extent possible.

Nothing in this policy prevents or discourages a worker from filing an application with the Ontario Human Rights Tribunal on a matter related to the Ontario Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues available.

Approved by:

__________________________ _________________

[Signing Officer] Date