OBJECTIVE
The purpose of this policy is to affirm AELAQ ‘s commitment to prevent and stop any situation of psychological or sexual harassment within the organization, including any form of discriminatory harassment. It also aims to establish the principles of intervention that are applied in the company when a harassment complaint is filed, or a situation of harassment is reported to the organization.
SCOPE
This policy applies to all organization personnel (including part-time, freelancers, and members of the Board of Directors), and at all levels, including the following locations and contexts:
- AELAQ office
- any other place where people must be in the course of their employment (i.e. meetings, training, travel, social activities organized by AELAQ)
- communications by any means, technological or otherwise
DEFINITION
The Labour Act standards defines psychological harassment as follows:
“Vexatious conduct that manifests itself either by repeated, hostile or unwanted behavior, words, or actions that undermine the dignity, or psychological or physical integrity, of the employee and create for them a harmful workplace. For greater clarity, psychological harassment includes conduct that manifests itself in words, acts or gestures of a sexual nature.
A single serious conduct can also constitute psychological harassment if it damaging and produces a continuous harmful effect for the employee.”
The definition includes discriminatory harassment related to one of the grounds provided for in the Charter of Human Rights and Freedoms.
The notion of harassment must be distinguished from other situations such as interpersonal conflict, work-related stress, difficult professional constraints or the normal exercise of stewardship rights (management of workplace, organization of work, disciplinary measures, etc.).
POLICY STATEMENT
AELAQ does not tolerate or admit any form of psychological or sexual harassment in its organization, whether:
- by managers to employees;
- between colleagues;
- between members of the Association
- from any person associated with it: freelancer, representative, supplier, visitor or other person.
Any behavior related to harassment may result in disciplinary action up to and including dismissal.
AELAQ is committed to taking reasonable steps to:
- provide a workplace free of all forms of harassment to protect the dignity and the psychological and physical integrity of individuals;
- disseminate the policy so as to make it accessible to all its staff, by
- a) circulating it via email to all members of the Association, and the Board of Directors
- b) disseminating it via email to all freelance employees engaged by the Association
- prevent or, as the case may be, stop harassment situations by:
- a) putting in place a procedure for handling complaints and reports related to situations of psychological or sexual harassment,
- b) ensuring the understanding and respect of the policy by all,
- c) promoting respect among individuals
STAFF EXPECTATIONS
It is the responsibility of all staff to adopt a behavior that promotes the maintenance of an environment free from psychological or sexual harassment.
TREATMENT OF COMPLAINTS AND REPORTS
Whenever possible, a person who believes that they are being harassed should report the situation to one of the responsible persons designated by the organization so that problem behaviors and the required means are identified.
A complaint can be made verbally or in writing. The alleged behavior and details of incidents should be described as accurately as possible, so that an intervention can be carried out quickly to stop the situation.
The responsible persons designated by the employer are as follows:
Rebecca West, Executive Director
admin@aelaq.org
Luc Bossé, President
president@aelaq.org