Respectful Workplace

Policy/Procedure
Respectful Workplace Policy and Procedure Training | Agenda & Objectives

Agenda
• Why is it important?
• What is covered in the policy and procedure?

01 •
•
What should you do about it?
What is everyone’s role?
• What supports are available?
• Summary
Respectful • Key takeaways

Workplace
Training Objectives
• Awareness of The Company’s commitment to creating a
safe and respectful environment
• Understand the hazards of workplace harassment and
02 violence
• Knowledge of what to do about workplace harassment &
violence
• Expectations of how workplace harassment and violence should
be reported, including the mechanism for receiving concerns or
complaints as well as the procedures for remediation
The Company is committed to providing
a collegial working environment in which
everyone is treated fairly and with
respect and dignity. The Company is
committed to controlling or eliminating
the hazard of harassment, violence and
discrimination.
Respectful Workplace Policy and Procedure Training | Why is it important?

The Company is committed to establishing a respectful workplace free from

harassment, violence and discrimination in the workplace.

Acts and Guidelines Topics covered in these Acts and Guidelines

• Alberta Occupational Health and Safety Act
o Part 5, Section 37(1)(b)
• Alberta Occupational Health and Safety Act,
Regulations, and Code
o Part 27, Section 390.0 - 39.6 - Violence and
Harassment
• Occupational Safety and Health Administration
Guidelines
• Definition of workplace harassment, violence and
discrimination in all forms
• Requirement of:
• Employers to investigate incidents of violence &
harassment; and take corrective action
• Employers to develop separate violence
prevention plans
• Review of the plans every three years
• Employers to advise workers of treatment options if
harmed by violence or harassment
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Harassment prevention and violence prevention policies form an important framework for the
proactive prevention and management of harassment and violence in the workplace

Prevention

Procedures outline the measures in

Clear policies set overall expectations place required to make the policy work
that harassment and violence are not on a day-to-day basis. The procedures
tolerated in the work environment. establish a way of doing things that the
employer and workers are to follow
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Getting clear on the definitions of a respectful workplace helps all of us

drive towards a safe and inclusive environment.

Respectful Workplace

Workplace Workplace Abuse of

Discrimination Retaliation
Harassment Violence Authority
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Workplace Verbal, non-verbal or physical conduct intended to intimidate, offend, degrade,

Harassment threaten, coerce or humiliate or offend a person or group.
Definition

Unwelcome conduct, Deliberate misgendering Displaying or circulating

comments, gestures or
contact which causes
offense or humiliation (e.g.
Examples name calling, harassing
phone calls, spreading
rumors, derogatory
comments, stereotyping,
threats or jokes)
(i.e. referring to a person
using terms or pronouns
that do not align with the
person's affirmed gender)
offensive pictures or
materials in print or
electronic form that
ridicules, insults, belittles,
or shows hostility or
aversion toward an
individual or group

Results Harassing behaviour can take many forms, being aware of what it could look like
will enable us to better support out colleagues
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Workplace harassment should not be confused with legitimate, reasonable management actions
that are part of the normal work function, including:

Measures to correct performance deficiencies, such as placing

someone on a performance improvement plan

Not Change in conditions of employment, such as organizational

Considered changes
Workplace
Harassment Imposing discipline for workplace infractions

Requesting medical documents in support of an absence from work

Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

It does not matter whether a person intended to offend someone. The test of harassment
is whether they knew or should have reasonably known that the comments or conduct
were unwelcome to the other person.

Someone may make it clear through their conduct or body

language that the behavior is unwelcome, in which case that
person must immediately stop that behavior.

Harassment
Insights
Workplace harassment may come from many different sources
including; customers, clients, visitors, other employees,
contractors, strangers or people with no ties to the workplace.
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Workplace Violence, whether at a work site or work related, is the threatened, attempted or actual
Violence conduct of a person that causes or is likely to cause physical or psychological injury or
Definition harm, and includes domestic or sexual violence

Sexual violence as a workplace hazard refers to any sexual act, attempt to obtain a
Sexual sexual act, or other act directed against a worker’s sexuality using coercion, by any
Violence person regardless of their relationship to the victim, in a workplace or work-related
Definition setting

Domestic Pattern of behavior used by one person to gain power and control over another person
Violence with whom they have or have had a personal relationship
Definition

Acts of workplace violence can be committed by anyone, including:

• Customers, clients or visitors • Other employees
• Contractors • Intimate relationships outside of work (e.g. intimate partner
• Strangers or people with no ties to the workplace and family, see domestic violence below)
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Discrimination is treating someone differently based on one or more of the

following characteristics:

• Race • Marital or family status

• Religious beliefs • Military/veteran status
• Color • Medical or genetic information
• Gender • Source of income
Discrimination • Gender identity or expression • Any other characteristic protected under
Definition • Sex (including pregnancy, applicable federal, state, provincial or
childbirth, or family / medial leave) local law (each a “Protected
• Sexual orientation Characteristic”)
• Physical or mental disability
• Age
• National origin or ancestry

Protected Characteristics may vary based on jurisdiction and applicable human rights legislation
Respectful Workplace Policy and Procedure Training | What is covered in the policy and procedure?

Where an individual improperly uses the power and authority inherent in a

position to endanger a:
• Person’s job
• Undermine the performance of that job
Abuse of • Threaten the person’s economic livelihood or in any way interfere with or
Authority
influence, a person’s career
Definition
Examples of abuse of authority include acts or misuse of power such as
intimidation, threats, blackmail or coercion

The Company expressly prohibits any form of discipline, reprisal intimidation or

Retaliation
retaliation against any person who, in good faith, reports harassment, violence or
Guideline
discrimination, or participates in any investigative proceeding (i.e., assists or testifies
relating to this policy)
Respectful Workplace Policy and Procedure Training | What should you do about it?

Once a complaint is received, The Company will take prompt action,

•including
01 • investigating the incident (with third party assistance if necessary)
• reporting on the investigation
• implementing remedial measures and working towards a resolution of the matter
Human Resources will determine how to manage any complaints:
• Advise respondent in writing of complaint & nature / specifics of the
02 complaint
• Advise the complainant of the process
Investigation • Investigate accordingly
& Reporting • Work with the Safety Team to conduct and inform hazard assessments
Incidents In most cases, the parties to the complaint will be interviewed, as will any
individuals who may be able to provide relevant information. Employees are
03 expected to participate in investigations when and as requested and to answer any
questions fully and honestly

All reports must be retained for at least 2 years after the incident and be readily
04 available and provided to any occupational health and safety authority on request

CORRECTIVE ACTION
If an investigation confirms that workplace harassment or violence has occurred, The Company will
promptly take corrective and/or disciplinary action, up to and including termination of employment.
Respectful Workplace Policy and Procedure Training | What should you do about it?

Creating a safe and open environment starts with confidentiality

The importance of confidentiality will be stressed to everyone involved in

any investigation, whether ongoing or closed

Individuals making complaints must not discuss the matter other than with
the appropriate involved parties
Confidentiality
The Company will disclose only the minimum amount of personal
information that is necessary to inform individuals of a specific or general
threat of violence or potential violence

Breaches of confidentiality are subject to disciplinary action up to and

including termination of employment
Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a safe and respectful workplace. Understanding the
expectations allows us to walk the walk every day.

Leadership Team, in
partnership with the Talent
Team
01

Employees 05 02 Managers

Respectful

Workplace

Health & Safety Team 04 03 Supervisors

Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a

safe and respectful workplace.
Understanding the expectations Leadership Team, in partnership with the Human
allows us to walk the walk every day. Resources
We are holding all levels within our organization accountable to being a truly great place to
work. Our leadership team will work hand in hand with talent on the following:

 Provide financial and leadership support

01  Ensure leaders are held accountable for compliance with this procedure
 Identify situations that could put workers at risk of harassment or violence at the workplace
using hazard assessments
 Investigate and take appropriate corrective actions to address all incidents and
complaints of workplace harassment in a fair, respectful and timely manner
 Support and assist any member or worker of The Company who complains of
05 02 
workplace harassment
Impose strict disciplinary and corrective measures when a complaint of workplace
Respectful harassment is found to have been substantiated, regardless of the status or tenure of the
offender
 Respect the privacy of all concerned as much as possible
Workplace  Maintain records as required by the policy in accordance with applicable laws and
regulations
 Provide advice and support to persons who are subjected to workplace harassment
 Refrain from committing or participating in any type of violence or harassment
 Review the procedures of the policy every three years to ensure that they adequately
04 03 meet the policy objectives
Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a

safe and respectful workplace.
Understanding the expectations
allows us to walk the walk every day. Manager

We are holding all levels within our organization accountable

to being a truly great place to work. Managers from
01 business leaders to plant managers are responsible for the
 Communicate the importance of the Respectful
following:
Workplace Policy with employees
 Ensure compliance with all procedures and
legislative requirements
 Ensure corrective actions are assigned for all
05 02 violations
Respectful  Allocate and make available the necessary financial and
human resources that are required to functionally implement
this document
Workplace
 Ensure all supervisor and workers are aware of their roles
and responsibilities outlined in the policy and procedure
 Escalate all complaints of harassment or violence to the
proper department immediately
04 03  Refrain from committing or participating in any type of
violence or harassment
Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a

safe and respectful workplace.
Understanding the expectations
allows us to walk the walk every day. Supervisor
We are holding all levels within our organization accountable to
being a truly great place to work. Supervisors are responsible
for the following:
01  Communicate and implement the Respectful Workplace
Policy within their operations
 Demonstrate ownership & leadership by actively setting
a positive example
 Confirm all workers are aware of their roles and
05 02 responsibilities outlined in the policy and procedure
 Confirm workers are trained and knowledgeable on this
Respectful subject
 Responsible for promoting and maintaining an environment
Workplace free of harassment and violence
 Encourage employees to report any type of violence
or harassment
 Escalate all complaints of violence and/or harassment to
04 03 the proper department immediately
 Participate in investigations as required
 Refrain from committing or participating in any type of
violence or harassment
Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a

safe and respectful workplace.
Understanding the expectations
Health & Safety Team allows us to walk the walk every day.

We are holding all levels within our organization accountable to

being a truly great place to work. The Health and Safety Team is
here to support you in the following ways: 01
 Provide training, guidance, and assistance to supervisors
and employee’s on violence and harassment
 Document reviews and revisions according to
applicable legislation
 Provide subject matter expertise when requested 05 02
 Escalate all complaints of violence or harassment to the
proper department immediately Respectful
 Refrain from committing or participating in any type of violence
or harassment Workplace

04 03
Respectful Workplace Policy and Procedure Training | What is everyone’s role?

We all have a role to play in creating a

safe and respectful workplace.
Understanding the expectations
Employee allows us to walk the walk every day.

We are holding all levels within our organization accountable to

being a truly great place to work. We all have to dig in together to
01
make The Company a safe place to work. All employees are
responsible to:
 Adhere to all The Company safe work practices, job hazard
 Attend
assessment,
trainingrules, requirements
and understand theand instructions
Respectful Workplace
Policy and procedures
 Report all violence or harassment through proper channels 05 02
 Respect all The Company employees, contractors, and visitors Respectful
 Refrain from committing or participating in any type of violence
or harassment
Workplace

04 03
Respectful Workplace Policy and Procedure Training | What supports are available?
The Company offers support
to anyone who is affected
by an incident of
harassment or violence.
Worker
Support
Environmental support, which may include removing either the victim or
01 offender from the environment or adjusting the environment to reduce
the potential for continued abuse
Psychological support for the victim and other affected individuals,
02 e.g., via The Company’s EAP or counselling
03 Social support from co-workers, peers, supervisors,
etc.
Helping the victim access appropriate services, e.g. from the
04 Workers’ Compensation Board
05
Notifying victims of their rights under health and safety, human rights and
other legislation
Short term and long-term disability options or any other benefits available
06 to the victim through The Company
Respectful Workplace Policy and Procedure Training | Summary

The Company takes all incidents of harassment, violence and discrimination

seriously.

This policy and procedure applies to all employees, contractors and service providers
performing work for The Company

The purpose of this policy and supporting procedure is to establish a professional and
respectful workplace free from harassment, violence and discrimination

This policy and procedure outlines the mechanism for receiving concerns or complaints of
workplace harassment, violence and discrimination and procedures for remediation

You have support, we are here to help!

Respectful Workplace Policy and Procedure Training | Key Takeaways

Awareness of The Company’s commitment to

01 creating a safe and respectful environment

Understanding of the hazards of workplace harassment

02 and violence

Key
Takeaway
s Knowledge of what to do about workplace harassment
03 and violence

Expectations of how workplace harassment and

04 violence should be reported, and worker supports
available
Appendix
Definitions
Respectful Workplace Policy and Procedure Training | Definitions

Term Definition
Where an individual improperly uses the power and authority inherent in a position to endanger a person’s job, undermine the
Abuse of authority performance of that job, threaten the person’s economic livelihood or in any way interfere with, or influence, a person’s career.

Consensual romantic or A romantic or sexual relationship between a leader and an employee who reports directly or indirectly to them, that is of
sexual relationship mutual consent.

The Company or the The Company Environmental Solutions Ltd. and its affiliates
Company

Discrimination Discrimination is treating someone differently based on one or more Protected Characteristic.

A pattern of behaviour used by one person to gain power and control over another with whom a person has or has had a
personal relationship. This can range from subtle, coercive forms to violent acts that result in physical harm or death.
Domestic violence Examples of behaviour may include physical violence, sexual abuse, financial control, emotional and psychological
intimidation, verbal abuse, stalking and using electronic devices to harass and control.
EAP The Company’s Employee Assistance Program, a confidential, short-term counseling service for workers with personal problems.

Any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that
the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the
worker’s health and safety, and includes (i) conduct, comments, bullying or actions because of race, religious beliefs, colour,
Harassment physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, gender,
gender identity, gender expression and sexual orientation, and (ii) a sexual solicitation or advance, but excludes any
reasonable conduct of an employer or supervisor related to the normal management of workers or a work site.
Respectful Workplace Policy and Procedure Training | Definitions

Term Definition
Hazard A situation, condition or thing that may be dangerous to health and safety.
JHSC Joint Health and Safety Committee
Leader Leaders, managers and others in supervisory positions that are directly responsible for the performance of others.
OHS Occupational Health and Safety - Alberta
OSHA Occupational Health and Safety Administration – United States
Protected characteristics include race, religious beliefs, color, gender, gender identity or expression, sex (including
pregnancy, childbirth, or family or medial leave), sexual orientation, physical or mental disability, age, national origin or
Protected Characteristic ancestry, marital or family status, military/veteran status, medical or genetic information, source of income or any other
characteristic protected under applicable federal, state, provincial or local law. These characteristics may vary between
Canada and the United States.
Information recorded in any physical or electronic media which is created or received in the course of The Company’s
Record
business activities and provides legal evidence of those activities.
Sexual violence as a workplace hazard refers to any sexual act, attempt to obtain a sexual act, or other act directed against a
worker’s sexuality using coercion, by any person regardless of their relationship to the victim, in a workplace or work- related
setting.
Sexual violence
Sexual violence exists on a continuum from obscene name-calling to rape and/or homicide,and includes online forms of
sexual violence (e.g. internet threats and harassment) and sexual exploitation.
Violence, whether at a work site or work related, is the threatened, attempted or actual conduct of a person that causes or
Violence
is likely to cause physical or psychological injury or harm,and includes domestic or sexual violence.