NLSWRC Code of Conduct

PBF NLSWRC Code of Conduct & Values

I. INTRODUCTION  

The Peggy Browning Fund wishes to provide a harassment-free environment in all sponsored events and activities. We will adopt tough, meaningful policies on harassment at our programs and activities. They are not just words. We take them seriously. In addition to cooperation and understanding, mutual respect must be the basis of interaction among trade unionists and their staff and allies.  

Harassment is not a joke. It creates feelings of uneasiness, humiliation and discomfort. It is an expression of perceived power and superiority by the harasser over another person. There are two principles fundamental to the trade union movement: human rights and solidarity. Harassment strikes at the heart of both.  

II. SCOPE AND APPLICATION   

For the purposes of this policy, the following definitions shall apply:   

“Harassment” is a form of discrimination. It means improper comment or conduct that a person knows or ought reasonably to know would be unwelcome, offensive, embarrassing, or hurtful. Harassment may result from one incident, or a series of incidents. Harassment can occur between program participants, staff and/or others.   

Harassment can be based on a prohibited ground of discrimination, as set out in human rights legislation, such as race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status, or disability. However, it doesn’t have to be. Improper conduct or comment which has no educational-related purpose can also constitute harassment and may include preventing other NLSWRC attendees from engaging with the material. 

“Sexual Harassment” under this Policy means:   

Engaging in a course of vexatious comment or conduct against an individual because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought to be known to be unwelcome, or   

Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to an individual and the person knows or ought reasonably to know the solicitation or advance is unwelcome.   

Examples of sexual harassment can include:   

  • Sexually suggestive or obscene remarks or gestures;   
  • Leering (suggestive staring) at a person’s body;  
  • Unwelcome physical contact;   
  • Having to work in a sexualized environment (bragging about sexual prowess, or discussions about sexual activities);  
  • Circulation or posting of sexist jokes or cartoons, or displays of pin-up calendars or other objectifying material;   
  • Transphobic or homophobic comments, questions, jokes, name-calling, and images.   

“Racial harassment” means harassment on the grounds of race. It may also be associated with the grounds of color, ancestry, where a person was born, a person’s religious belief, ethnic background, citizenship or even a person’s language.   

Examples of racial harassment can include:   

  • Racial slurs and jokes;  
  • Ridicule, insults or different treatment because of a person’s racial identity;   
  • Posting/e-mailing cartoons or pictures that degrade a person of a particular racial group;   
  • Name-calling because of a person’s race, color, citizenship, place of origin, ancestry, creed or ethnic background.   

“Personal harassment” means engaging in a course of vexatious comment or conduct against an individual that is known, or ought reasonably to be known, to be unwelcome. Personal harassment is harassment that is not related to a prohibited ground identified in human rights legislation.   

Examples of personal harassment include:   

  • Spreading malicious rumors, gossip or innuendo;   
  • Persistently criticizing, demeaning or ridiculing a person;   
  • Undermining or deliberately impeding a person’s work;  
  • Excluding or isolating someone;  
  • Physical threats or assault;  
  • Communication that is insulting, humiliating and mocking;  
  • Frequent angry shouting/yelling or blow-ups;  
  • Regular use of profanity and abusive or violent language.  

PBF will neither tolerate nor condone behavior from its employees or from others doing business on PBF property, such as vendors, that is likely to undermine the dignity or self-esteem of an individual, or create an intimidating, hostile or offensive environment. All PBF staff and program attendees are responsible for maintaining an environment free from discrimination and harassment.   

III. COMPLAINTS   

PBF considers harassment of any kind a serious offence. An individual may file a complaint under this Policy if they believe their rights under the Policy have been violated.   

All complaints should be reported to Peggy Browning Fund staff. Reporting may be done through: contacting the PBF Team at Info@PeggyBrowningFund.org; making an anonymous complaint through the NLSWRC Registration Desk Suggestion Box; or talking with the on-duty Peggy Browning Fund staff member at the NLSWRC Registration Desk. 

IV. INFORMAL COMPLAINTS/RESOLUTION   

PBF recognizes the importance of the early resolution of disputes under this Policy. As a result, nothing in this Policy shall prevent a staff member from approaching the individual filing the complaint in an attempt to resolve an issue under this Policy informally through discussion or mediation prior to filing a complaint.   

V. CONFIDENTIALITY   

PBF understands that it is in the interests of all parties that matters arising under this Policy be kept confidential. Rumors and innuendo destroy the integrity of the fact-finding process and principle of the early and expeditious resolution of disputes.   

To protect the interests of the complainant(s) and respondent(s), confidentiality will be maintained throughout the complaint process, subject to requirements of a fair investigation, or as otherwise required by law.   

VI. REPRISALS   

This Policy prohibits reprisals against individuals, acting in good faith, who report incidents of workplace harassment, provide information related to a complaint, or help to resolve a complaint. PBF will take all reasonable and practical measures to prevent reprisal or threats of reprisal. Reprisal is defined as any act of retaliation, either direct or indirect.   

Any individual who believes he or she has been subject of a reprisal may file a complaint under this Policy.   

VII. CONSEQUENCES FOR POLICY VIOLATIONS 

A substantiated complaint or reprisal will result in appropriate corrective action up to and including being required to leave the NLSWRC for those found to have acted in violation of the Policy.