Harassment Policy

PURPOSE

KBD Transportation is committed to providing a work environment in which all individuals are treated with respect and dignity.


SCOPE

Workplace harassment will not be tolerated from any person in the workplace.  All employees of this company are expected to follow this policy both on company premises or while conducting company business at other locations. 

All employees are prohibited from:

  • Making discriminatory comments in regards to race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, family status, or disability.
  • Exhibiting sexually harassing behaviour which includes:  unwanted comments about a person’s body, unwanted flirtation, unwanted touching, sexually suggestive or obscene gestures, insulting or demeaning sexist jokes.
  • Bullying in the form of threats, belittling or humiliating, yelling, swearing, public reprimands, denial of opportunities, excessive monitoring or isolation.

The Management of KBD Transportation will:

  • Provide leadership for promoting a caring, respectful and safe work environment.
  • Develop, implement and communicate the Harassment Policy.
  • Investigate any acts of harassment in the workplace (as well as while our employees are conducting business on our behalf) and ensure they are dealt with in the highest degree of disciplinary action (Ref:  Progressive Discipline Policy), up to and including termination of employment.
  • Assist employees who have been exposed to workplace harassment, by means of aid in seeking counseling, etc.
  • Keep a confidential file on bullying/harassment incidents and action undertaken by the company.

DEFINITIONS

Demeaning                 Shameful or humiliating
Discriminatory            Prejudiced or unfair
Creed                          Faith or belief


PROCEDURE WHEN HARASSMENT OCCURS
  • Ask the Harasser to stop.
  • Document the incidents.
  • Seek assistance early- do not hesitate.
  • Speak to any member of the Health & Safety Committee or Employee Services & Safety Officer, who will in turn investigate, collecting a written complaint
  • Witnesses will be interviewed by the investigator as appointed.
  • The alleged offender will be provided with a copy of the written complaint.
  • If the investigator and company find harassment has occurred, the harasser will be subject to discipline.  Corrective action shall be proportional to the seriousness or repetitiveness of the offence.
  • If the investigation reveals evidence that the complainant falsely accused another of harassment, the complainant will be appropriately disciplined.
  • Any act of retaliation against a person using this policy in good faith to report an incident will not be tolerated.

 

RESPONSIBILITIES OF ALL EMPLOYEES AND MANAGERS

Any employee witnessing or experiencing an act of harassment shall report the incident immediately in accordance with the procedures established by this policy.