Anti-Violence and Anti-Harassment Policy
Anti-Violence and Anti-Harassment Policy
The Cranbrook Food Bank is committed to encouraging and maintaining good relations within an environment which fosters teamwork and encourages all employees, volunteers to give of their best. Everyone has the right to be treated with consideration, fairness, dignity, and respect.
The Cranbrook Food Bank has a “zero tolerance” policy and will investigate vigorously any allegations of violence or harassment. This policy applies to all employees, volunteers, clients, and visitors and includes interpersonal and electronic communications.
Definition
“Violence” refers to physical acts of violence or threats to harm a person or property. In addition, abusive behaviors, whether verbal, psychological or physical, are also considered violence.
“Harassment” may be summarized as any behavior that is unwanted by the person to whom it is directed. It is the impact of the behavior rather than the intent of the perpetrator that is the determinant as to whether harassment has occurred. Harassment may take many forms including, but not limited to, unwelcomed conduct or comment concerning race, religion, age, gender identity and sexual orientation, physical or mental disability, and the spreading malicious rumors.
Guidance
An individual witnessing or experiencing anyone engaging in violence or harassment as defined by this policy may report such actions to any Food Bank employee. Alternately, actions may be reported to a member of the Board of Directors.
When a report of violence or harassment is brought to the attention of Food Bank Leadership, prompt action will be taken while maintaining discretion and confidentiality.
Any persons who are found engaging in the behavior described above, may be denied access to the premises, for a period of time, at the discretion of the Executive Director.
This policy will be reviewed annually as part of an annual policy review process
Procedure
Details of the incident should be gathered and recorded using a step-by-step process as outlined:
- Review the Food Bank’s workplace policy statement.
Determine whether the alleged behaviour meets the definition as outlined in the policy statement.
- Meet with each party separately and explain the investigation process (if able).
Explain the process, time frame, confidentiality and any interim measures, if required
- Select and investigator(s)
The investigation will be led by the Executive Director with assistance from a Board member. If a complaint is brought against the Executive Director or it’s of an extremely sensitive nature, another Board member will lead.
- Gather evidence
Speak with each of the parties separately and ask:
- What happened? Describe the incident.
- What are the specific words or behaviours that are the source of the complaint?
- How did the complainant respond to the incident?
- What impact did the words or behaviours have on the complainant?
- When did this happen? Identify specific dates and times where possible
- Where did the alleged incident occur? Identify specific locations where possible.
- Is there any other evidence? (For example, e-mails, notes, etc)
- Did anyone witness the incident(s)?
Ask for written statements if the parties are willing
Speak with any witnesses
- Review the evidence and make a decision
Based on the available evidence, determine whether violence and/or harassment occurred. Carefully consider whether the behaviour meets the definitions outlined in the policy.
- Discuss the findings
The investigator should meet separately with both parties, confidentially, to explain the findings and any resulting action.
- Maintain a Record