Discrimination & Harassment Policy
Applies to: All Plexxus employees
Owner: Human Resources
Implemented: June 2012 Revised:
Plexxus is committed to providing an environment free of discrimination and harassment, in which all individuals are treated with respect and dignity, are able to contribute fully, and have equal opportunities.
Under the Ontario Human Rights Code (Code), every person has the right to freedom from harassment and discrimination. Harassment and discrimination will not be tolerated, condoned, or ignored at Plexxus.
Plexxus is committed to a comprehensive strategy to address harassment and discrimination, including providing training and education to ensure that everyone knows her or his rights and responsibilities; regular monitoring of organizational systems for barriers based on Code grounds; providing an effective and fair complaints procedure; and promoting appropriate standards of conduct at all times.
The enclosed appendix contains definition of harassment and discrimination and the Code grounds.
The right to freedom from discrimination and harassment extends to all employees, including full-time, part-time, temporary, probationary, casual and contract staff, as well as volunteers, co-op students, interns and apprentices.
Workplace Violence and Harassment Policy
The objectives of this Policy are to:
- Ensure employees are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organization, as well as being a violation of the law.
- Set out the types of behaviour that may be considered offensive and are prohibited by this Policy.
Employees are protected, not only against harassment and discrimination by co-workers, management and superiors, but also against harassment and discrimination by others who enter the employment context, such as suppliers or clients.
Employees may be protected while off the work site, or outside of normal working hours, where activities are connected to the workplace.
Because employees are entitled to work in an environment free of harassment and discrimination from clients, suppliers or others who engage with employees should be aware of our policy through a posting.
It is also unacceptable for employees of Plexxus to engage in harassment or discrimination when dealing with clients, or with others with whom they have professional dealings, such as suppliers or service providers. This Policy also applies to events that occur outside of the physical workplace such as during business trips, or company parties.
All persons present in Plexxus are expected to uphold and abide by this Policy, by refraining from any form of harassment or discrimination, and by cooperating fully in any investigation of a harassment or discrimination complaint. Managers and supervisors have the additional responsibility to act immediately on observations or allegations of harassment or discrimination.
Managers and supervisors are responsible for creating and maintaining a harassment and discrimination-free organization, and should address potential problems before they become serious. Managers and supervisors shall make all employment related decisions free from discrimination on the Code grounds.
Where circumstances reasonably permit, an employee who believes that he/she is experiencing harassment or discrimination is encouraged to tell the person that his/her actions are unwelcome and should be stopped.
If the employee does not feel safe confronting the person subjecting them to the harassment or discrimination then the employee should report directly to their supervisor or if the employee is unable to communicate information to their immediate supervisor, may alternatively contact their Human Resources Management representative.
All reports describing conduct that is inconsistent with this policy will be investigated promptly. In investigating and in imposing any discipline, the Company shall take all reasonable and practical measures to minimize or address issues or risks identified by the incident; preserve confidentiality to the extent necessary in the given situation; document the incident, its investigation, and the corrective action taken; and follow up with the person who reported the incident to ensure that they are apprised as to the status of the investigation. No retaliation will be tolerated for bringing a complaint in good faith or cooperating in the investigation.
Compliance with the Discrimination and Harassment Policy is considered to be a condition of employment. Any breach of this policy is subject to appropriate disciplinary action up to and including termination.
Discrimination is any form of unequal treatment based on a Code ground, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but have the effect of disadvantaging certain groups of people.
Harassment is means a course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning, or unwelcome, based on a ground of discrimination identified by this Policy. Harassment can occur on any of the grounds of discrimination. The fact that a person does not explicitly object to harassing behaviour, or appears to be going along with it does not mean that the behaviour is not harassing, and does not mean that it has been assented to.
Sexual Harassment is unwanted sexual advances, requests for sexual favours and other verbal or physical contact of a sexual nature. This Policy prohibits sexual solicitations or advances by any person who is in a position to grant or deny a benefit to the recipient of the solicitation or advance. This includes managers and supervisors, as well as co-workers where one person is in a position to grant or deny a benefit to the other. Reprisals for rejecting such advances or solicitations are also prohibited.
The Code grounds include:
- Creed (religion)
- Sex (including pregnancy and breastfeeding)
- Gender Identity
- Family status (such as being in a parent-child relationship)
- Marital status (including the status of being married, single, widowed, divorced, separated, or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship)
- Disability (including mental, physical, developmental or learning disabilities)
- Place of origin
- Ethnic origin
- Record of offences (criminal conviction for a provincial offence, or for an offence for which a pardon has been received)
End of Policy