1 / 16

SCHOOL DISTRICT 8 HARASSMENT AWARENESS - Brief Yearly TRAINING

SCHOOL DISTRICT 8 HARASSMENT AWARENESS - Brief Yearly TRAINING. Goals for Today’s Session. To identify the elements of harassment To review the definition of harassment To review contract language and policy for SD8 for harassment

ssims
Download Presentation

SCHOOL DISTRICT 8 HARASSMENT AWARENESS - Brief Yearly TRAINING

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. SCHOOL DISTRICT 8HARASSMENT AWARENESS -Brief Yearly TRAINING

  2. Goals for Today’s Session • To identify the elements of harassment • To review the definition of harassment • To review contract language and policy for SD8 for harassment • To briefly look at strategies for dealing with harassment complaints

  3. COMPONENTS OF HARASSMENT • Abuse of power (AND/OR) • Discriminatory (AND/OR) • Negative job-related effect

  4. COMPONENTS OF HARASSMENT, con’t.d • A reasonable person would know the behaviour to be unwelcome; • Intent does not matter (!!!!) • Repetition or verbal protest not necessary…but…

  5. RELEVANT DOCUMENTS • B.C. Human Rights Code • WorkSafe Regulations • BCTF Collective Agreements (both provincial and local) • CUPE Collective Agreement • SD#8 Policy 203 – Discrimination and Harassment • Case Law

  6. DEFINITION OF HARASSMENT HARASSMENT is: • a form of discrimination, based on: • race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sexual orientation, gender, age, conviction of a criminal or summary offence unrelated to one’s employment Definition based on B.C. Human Rights Code

  7. SPECIFIC TYPES OF HARASSMENT • Sexual Harassment • Personal Harassment (in most districts, teachers are only group with personal harassment clauses; however, in SD8, it is in defined in our policy, so applies to EVERYONE)

  8. PERSONAL HARASSMENT • Improper, unwelcome behaviour directed at or offensive to any person; and/or • Objectionable conduct, comment, materials or display that belittles, intimidates, or humiliates another person; or • Inappropriate exercise of power or authority that serves no work purpose

  9. WHAT IS NOT HARASSMENT? • Routine supervision of employees & routine interactions; • Performance evaluations; • Directive to do reasonable part of job duties; • Imposition of disciplinary process; • Lack of friendliness; • Denial of request for time off • Etc…

  10. DEALING WITH HARASSMENT • Harassment is Complainant-driven • Perception of complainant and/or witness is key

  11. Dealing with Harassment, cont. • Possible avenues for resolution: • Complainant may deal directly with harasser (ideal) • Complainant may go to union rep • Complainant may go to administrator(s) • Complainant may go to someone else • Third party may intervene and make report

  12. EMPLOYEE RIGHTS All employees have the right to: • Make complaints (note: Teachers’ Code of Ethics does NOT apply in harassment cases) • Be informed of complaints against them • A fair hearing (the right to be heard) • A full investigation • Confidentiality • A representative of their choice

  13. INFORMAL RESOLUTION OF HARASSMENT COMPLAINTS Informal resolution of harassment complaints is subject to provisions of relevant Collective Agreements and policies – informal resolution is often best

  14. Steps in the Process for Resolution Step One: • Complainant may speak directly to harasser (BEST) • May be RESOLVED • Complainant may report to admin, union rep, or other contact person • May be RESOLVED; OR: Step Two: • Formal complaint may be filed with Superintendent or designate • Alleged harasser is notified in writing of complaint details and investigation process details • Investigation must begin as soon as possible, and be RESOLVED as soon as possible • May be RESOLVED; OR: Step Three: • Complainant may initiate a grievance (eg: Violence in the Workplace)if process not followed • Complainant may refer to Human Rights Tribunal (if harassment under BC Human Rights Code)

  15. FOR MORE INFORMATION • SCHOOL DISTRICT 8 POLICY • Includes information about harassment by ANYONE impacting work environment – colleague, student, parent, supervisor, senior leadership, trustee, public • COLLECTIVE AGREEMENT • Collective agreement language about harassment

  16. TIPS • If you feel you are being subject to harassment, or if harassment is reported to you, DOCUMENT EVERYTHING • Ask for help – talk to an administrator, senior leadership person, Superintendent, PVP, harassment investigator, lawyer, etc. • Do not ignore the complaint & ask for help if you are unsure if it is harassment • Read the relevant sections of the Collective Agreements and SD8 Policy • If you are the alleged harasser, contact union, supervisor, senior leadership, etc. for assistance right away and document everything

More Related