NPF Harassment Prevention and
Resolution Policy and Guidelines
Awareness Session
Objectives of the Policy
• To maintain a positive workplace
• To ensure all are treated with respect, fairness
& dignity
• To inform all of their Roles, Rights and
Responsibilities
• To provide guidance on acceptable conduct in
the workplace
• To initiate prompt action to prevent and
resolve harassment
NPF Harassment Prevention and
Resolution Policy
Applies To:
• The NPF Harassment Prevention and Resolution Policy applies
to all NPF employees.
• The spirit and the principles of the Policy applies to all people
entering the workplace.
Complaints involving CAF Members or DND Employees be
subject to the CAF/DND Harassment Prevention and Resolution
Policy (DAOD 5012-0)
Focus on Resolution
Harassment is defined as:
…any unwelcome and improper conduct by an
individual that is directed at and offensive to
another person or persons in the workplace
and which the individual knew or ought
reasonably to have known would cause
offence or harm.
Canadian Human Rights Act (CHRA)
NPF employees are also protected from harassment
under the Canadian Human Rights Act.
Prohibited Grounds of Discrimination listed in the
CHRA:
• Age
• Race or Colour
• Religion
• National or Ethnic Origin
• Sex (gender)
• Physical or Mental Disability
• Sexual Orientation • Criminal Offence for which a
pardon has been granted
• Marital Status
• Family Status
Complaints to the Canadian Human Rights
Commission
Everyone subjected to harassment may submit a
complain to the Canadian Human Rights
Commission, however:
“The CHRC has the discretion to not deal with
a complaint unless the alleged victim has
exhausted internal grievance or review
procedures otherwise available to them”.
S41(1)(a)
Types and Forms of Harassment
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Abuse of Authority
Sexual Harassment
Bullying
Gossiping
Isolation
Workplace violence
Stalking
Abuse of Authority
IS the misuse of power or authority inherent
in an individual’s position.
IS NOT the proper
application of
counseling,
performance
assessment nor the
legitimate exercise of
authority or
discipline.
Sexual Harassment can be
but is not limited to:
• Advances or solicitations, implicit or explicit,
for sexual favors as a condition of employment
• Reprisal for rejecting implicit or explicit
advances
• Unwanted comments – positive or negative
• Unwanted physical touching
• Sexual comments or jokes in the office
Consensual Relationships
Consensual relationships are not harassment,
but…
• A power imbalance can result in consent being
obtained under perception of duress.
• The onus rests with the party with the
authority to prove the relationship was
consensual and not unwelcome.
Impact on the workplace
Unresolved harassment causes:
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a poisoned work environment
Absenteeism & higher turnover
increased mistakes & injuries
lost productivity & down time
higher operational costs
costly litigation, damages & a poor public
image
Impact on YOU!
Unresolved harassment causes:
• Low morale & lower self-esteem
• Anxiety & performance issues
• Sadness, irritability
& possibly depression
• Seeps into home life…
Employee Responsibilities
All NPF employees have a responsibility to:
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Comply with the Policy and Guidelines
Refrain from offensive conduct
Correct or report harassment
Take action if subjected to harassment
Support others to do the same
Supervisors / Managers Responsibility
• Implement, monitor and apply the Policy and
Guidelines in the workplace
• Not condone harassment
• Practice early intervention
• Advise the Conflict Management Office of any
potential or actual complaints
• Maintain confidentiality
Resolution Options
Step 1: Address the issue with the other person.
Step 2: Go to your supervisor for help.
Step 3: Submit a Harassment Complaint.
At any step along the way you can contact
the Conflict Management Office for help,
support or informal conflict management
services.
Conflict Management Office
Informal Conflict Management Services include:
• Policy Advice
• Consultation
• Conflict Coaching
• Facilitation
• Mediation
• Group Work
Toll Free: 1-800-506-6679
Informal Conflict Management
• Voluntary
• Neutral
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Work relationships preserved
Resolves issues rather than placing blame
Parties control the outcome
Faster, cheaper, more effective & longer
lasting
Submitting a Harassment Complaint
A signed and dated complaint can be submitted
to the supervisor/manager, the HRM or the
Conflict Management Office.
It will be reviewed against the following criteria:
• 12 months from the last incident
• Repeated incidences or a single sever event
• Meets the definition of harassment in the NPF
Harassment Prevention and Resolution Policy
Harassment Complaint Process
If the complaint is accepted:
• Both parties will be offered Informal conflict
management.
• The Respondent will be given the opportunity
to respond to the allegations.
• The Conflict Management Office will keep
both parties informed.
• The Responsible Officer – the Division Head –
will decide on all harassment complaints.
Rights and Responsibilities
The rights and responsibilities of the Complainant and
Respondent include:
Rights - impartial review of all evidence, access to a
complain assistant, a copy of the Responsible Officer’s
decision
Responsibilities – no retaliation, maintain
confidentiality, consider informal conflict management
CFMWS has zero tolerance for retaliation.
Benefits of Addressing Harassment?
Conclusion
We all have the ability and responsibility to
make our workplace positive and harassment
free.
• Early intervention is the best solution.
• Stop bad behaviour in your own workplace.
• If you are being harassed, there are resources
available to help.
Contact
Nicole Smith
Conflict Management Advisor
Smith.Nicole@cfmws.com
(613) 996-6743
Kim Ann Chute
Senior Advisor Conflict Management
Chute.kimann@cfmws.com
(613) 992-7667