March 2010
Policy
Review:
Revised:
Description
Policy
Number
Productive Work
Environment –
Harassment
Purpose:
This policy sets out the Golf Course’s position with regard to a productive work environment
and its commitment to fostering respect and dignity to all its employees.
Reference:
The Occupational Health and Safety Act, Sections 1 (1), 25 (2) (3.1), 27 (2),
32(0.1 – 0.7), 43 (1 – 8) (10), 52 (1), 55 (1), 70 (2)
The Ministry of Labour, Health and Safety, Workplace Violence and Harassment April 2010
Scope:
Workplace harassment will not be tolerated from any person in the workplace. The policy
applies to all employees and volunteers of the Golf Course. It is not limited there but also
includes visitors, clients, delivery personnel, and individuals with a personal relationship to our
employees.
Policy Position:
The Management of the Golf Course is ultimately responsible for its employee’s health and
safety. Providing whatever is reasonably necessary to protect our employees from harassment is
one of our highest priorities.
Harassment is defined in the Occupational Health and Safety Act as “engaging in a course of
vexatious comment or conduct against a worker in a workplace…a comment or conduct that is
know or ought reasonably to be known to be unwelcome.”
Offensive conduct includes but is not limited to:
a) unwanted physical contact or conduct of any kind, including sexual flirtations,
touching, advances, or propositions;
b) verbal harassment of a sexual nature, such as lewd comments, sexual references, or
offensive personal references;
c) demeaning, insulting, intimidating, or sexually suggestive comments about an
individual;
d) the display in the workplace of demeaning, insulting, intimidating, or sexually
suggestive objects, pictures, or photographs; and
e) demeaning, insulting, intimidating, or sexually suggestive written or electronically
transmitted messages (such as e-mail or telephone)
LMF Consulting – Your Most Important Asset – People
March 2010
Policy
Review:
Revised:
Description
Policy
Number
Productive Work
Environment –
Harassment
Any of the above conduct, or other offensive conduct, directed at an individual because of their
race, sex, national origin, religion, disability, pregnancy, or age is also prohibited.
No person in a position of authority is to threaten or insinuate, either explicitly or implicitly, that
an employee’s refusal or willingness to submit to sexual advances will affect the employee’s
terms or conditions of employment.
This policy is not intended to constrain or limit the reasonable execution of management
functions in the workplace such as a change in work assignment or scheduling, job assessments
and evaluations, workplace inspections, implementation of a dress code, or disciplinary action.
Any employee who believes that another person’s actions or words, including a supervisor’s,
constitutes unwelcome harassment has a responsibility to report the incident as soon as possible.
Reporting of an incident should be made to the Workplace Coordinator. The Golf Course
prohibits any form of retaliation against an employee who demonstrates the zero tolerance for
harassment in the workplace and brings forth a concern in good faith.
Management will investigate and deal with all concerns, complaints, or incidents of workplace
harassment promptly and in as impartial and confidential manner as possible. A timely resolution
of each complaint or incident will be reached and communicated to the parties involved.
The policy does not prevent or discourage an employee from filing an application with the
Human Rights Tribunal on a matter related to Ontario’s Human Rights Code within one year of
the last alleged incident. An employee also retains the right to exercise any other legal avenues
that may be available.
Employees are expected to maintain a productive work environment that is free from harassing
or disruptive activity. No form of harassment will be tolerated. Any employee who is found to
violate this policy will be subject to appropriate disciplinary action up to and including
termination.
Incorporating a policy focusing on a productive work environment reflects the goal of a
respectful workplace. It demonstrates an commitment to promoting a environment free from
harassment.
The Productive Workplace Environment – Violence Policy should be consulted whenever there
are concerns about violence in the workplace.
Signed: _________________________Owner/CEO Dated: ______________________
LMF Consulting – Your Most Important Asset – People