PREAMBLE TO APEGGA WORKPLACE DISCRIMINATION POLICY
99 Council approved the following policy on Discrimination and Harassment
in the Workplace to be applied to APEGGA staff and volunteers working
with the association. It does not apply to permit-holders or employers
of APEGGA members.
Permit-holding companies who do not have a defined Workplace policy
are encouraged to apply the principles of the APEGGA policy, tailored
to their specific circumstances.
The Association will maintain, in both Calgary
and Edmonton offices, copies of each of, The Canada Human Rights Act,
Individual Rights Protection Act of Alberta (I.R.P.A.), the Alberta
Human Rights, Citizenship and Multiculturalism Act, and associated definitions
and policies of the Alberta Human Rights & Citizenship Commission.
All employees are encouraged to familiarize themselves with this legislation
and associated procedures.
To have a workplace environment free from discrimination or harassment by employer, employee or volunteers.
To meet legal requirements and provide a supportive workplace environment in which individuals are treated with respect for human dignity.
provide equal opportunity to all employees and applicants.
The Association prohibits any form of discrimination
of employees, volunteers or prospective employees, and further prohibits
any retaliatory action against an employee who files a complaint of
discrimination or harassment in good faith.
provide a procedure, investigation and resolution of complaints alleging
a violation of this policy.
Discrimination occurs in the workplace when people are treated differently because of some particular attribute such as race, gender, age, disability, culture or other attribute including those listed in human rights codes, or any other basis prohibited by federal, provincial or local laws or regulations.
Harassment is a form of discrimination and occurs when an individual is subjected to unwelcome or verbal or physical conduct, either explicit or implicit, that offends, demeans or humiliates. As a general rule, harassment is considered to have taken place if a person knows or ought to reasonably know the behavior is unwanted.
Sexual Harassment is any unwelcome behavior of a sexual nature that offends, demeans or humiliates, or that adversely affects or threatens job security, working conditions or prospects for promotion.
Workplace Environment includes all of the
objects, people, circumstances and atmosphere surrounding an individual
in the performance of the job.
The intent of any action under this policy is to put an end to any discrimination or harassment, and to resolve issues as expeditiously as possible. An individual who believes he or she is subjected to discrimination or harassment is encouraged to request the person to cease the unwelcome behavior or action. If ignored, or if the complainant has reason to be uncomfortable with the confrontation, the complainant should, in confidence, seek assistance in resolving the issue from the supervisor (or, when necessary, the director responsible for workplace discrimination issues.)
If the issue remains unresolved, formal intervention is needed. The complaint should be formally directed to the director responsible for workplace discrimination issue. The director, and associated resource group, will determine if an investigation is to be conducted. It will be the responsibility of the Director to notify the Executive Director upon receipt of a complaint. The Executive Director may recommend that legal advice be obtained.
Complaints will be properly documented. Documentation relating to the complaint will not be included in the complainants personnel file, when the complaint is filed in good faith, whether investigated or not.
Upon initiation of an investigation, both complainant and respondent will be provided full opportunity to present respective positions on the issue. Any other relevant sources will also be reviewed. Names and complaint circumstances will be held in confidence to the extent appropriate to the case.
An employee who is found to have discriminated against, or harassed an individual will be subject to disciplinary action up to and including termination of employment.
The complainant and respondent will be informed in writing of the investigation and subsequent action.
If the investigative action undertaken is unsatisfactory, the complainant may contact the Alberta Human Rights and Citizenship Commission.
April 22, 1999