Harassment & Conflict
We all share responsibility for creating a climate of respect.
Personal Harassment is abusive, unfair, or demeaning treatment of a person or group of persons that is known or ought reasonably to be known to be unwelcome and unwanted when:
a) such treatment abuses the power one person holds over another by virtue of their employment relationship or misuses authority associated with their position of employment;
b) such treatment has the effect of seriously threatening or intimidating a person, and such treatment has the effect of unreasonably interfering with a person’s or a group of persons’ employment or performance;
c) such treatment has the effect of creating an intimidating, hostile or offensive work environment.
Conduct considered above means either repeated or persistent patterns of behaviour, direct or indirect, that when taken together constitute personal harassment; or a single act of sufficient severity to constitute personal harassment in its own right. Such conduct may occur within or outside of the workplace.
Conflict is inevitable when people work together and it is an essential dynamic in the growth and development of effective organizations. It is not necessarily a negative experience if it is managed appropriately and not left unresolved. Conflict may be required to surface issues which interfere with effective operations and result in strained relationships. Discussing these issues openly and respectfully can often lead to real improvements both in the workplace operations and in working relationships.