Policy and Procedure Statement

United Way Estevan will ensure every employee, director, volunteer, and contractor fair and equal treatment and consideration. As defined in the Saskatchewan Employment Act, harassment is any inappropriate conduct, comment, display, action or gesture by a person that either is based on race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin. It can also be defined by an interaction that adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated. Harassment could also include conduct, comments, display, action, or gesture that would be considered a threat to one’s health or safety.

United Way Estevan has a legal obligation to ensure the safety and well-being of all employees, directors, volunteers and contractors therefore, depending on the nature and gravity of an incident, reserves the right to conduct an investigation regardless of whether or not a formal complaint has been filed. It is the responsibility of any employee, director, volunteer, or contractor experiencing or aware of any type of harassment within United Way Estevan to report the situation to a member of the Executive Committee or a person designated as the Conflict Manager.

Harassment and Discrimination Prevention

United Way Estevan is committed to providing every employee, director, volunteer, or contractor with a workplace free from harassment and discrimination, whether prohibited by human rights legislation or otherwise. United Way Estevan will not tolerate incidents of harassment or discrimination brought to its attention and will act swiftly to investigate and resolve all such manners. United Way Estevan recognizes that employees, directors, volunteers, and contractors may also be subject to harassment and discrimination from others who conduct business with United Way Estevan. In these circumstances, because this policy is intended to apply in all cases of harassment and discrimination, United Way Estevan will assist and support the person affected by the harassment or discrimination.

Definitions:
Discrimination: Means any action, inaction or behaviour which negatively affects the status of an employee or anyone with whom he/she comes into contact at United Way Estevan. It is also the treatment of anyone unequally, on the basis of any prohibited ground under human rights legislation, such as sex, race, colour, creed, religion, national or ethnic origin, age, disability, family or marital status or sexual orientation.

Workplace: The workplace is not solely the office in which business of United Way Estevan is conducted. Any improper conduct occurring outside of the office but having repercussions in the work environment and adversely affecting employment, volunteer, or contractor relationships may also be defined as workplace harassment.

Verbal Harassment: Foul or obscene language, derogatory racial comments, demeaning ethnic jokes or slurs, unwanted sexual comments, implied or expressed promises of reward for complying with, or threats or reprisal for not complying with, a sexually oriented request.

Physical & Sexual Harassment: These include practical jokes, pushing, shoving, aggressive behavior and the like. Acts of sexual harassment include any unwanted physical contact, unnecessary touching, or physical interference with work or movement.

Visual Harassment: These include obscene gestures, demeaning posters, cartoons, graffiti or drawings which are shown to an individual or group or displayed in plain view. Where these have a sexual orientation, this will constitute sexual harassment.

Procedure: Where, in the opinion of the employee, director, volunteer, or contractor unfair treatment has been rendered or a problem arises, the following procedure shall be followed.

1. If possible, immediately tell the person whom you feel is harassing you that their conduct or behaviour is unwelcome and that you wish it to be stopped.
2. Make some notes about what happened (what was said or done), when it happened (date, time and place), who was involved and who may have witnessed the incident. You will want these details to refresh your memory and in case the problem is not corrected and you have to take the matter further.
3. If the harassing behaviour continues, or if you feel unable to approach the harasser directly about this problem, report the incident to the Executive Committee or designated Conflict Manager within seven (7) days of the incident. The employee, volunteer, or contractor has the choice of either discussing the problem (in the case of an informal concern) or submitting a formal or written concern.
4. In cases where the concern can be corrected in an informal manner, the Executive Committee may discuss the situation with everyone involved, develop an action plan, and check with the employee, volunteer, contractor periodically to ensure the problem is being resolved.
5. In cases where the concern has been put in writing a full investigation will be carried out, every effort will be made to resolve the problem to the employee/volunteer contractor’s satisfaction.
6. Should the matter remain unresolved after the above steps have been taken, the
employee/contractor/volunteer shall retain the right to refer the issue with the appropriate legal body without fear of recourse. United Way Estevan shall retain the right to dispute the complaint as it feels necessary.

Right to Discipline
Nothing in this Policy shall be deemed to limit or in any other way affect the right of United Way Estevan to discipline employees for violations under this policy, or other breaches, whether or not the action was part of the violation under this Policy.

Prevention of misapplication of the policy
Purposeful misapplication of the processes by anyone will lead to appropriate consequences, including some form of discipline as the misapplication of this policy is inappropriate behaviour. It is a misapplication of this policy to make a false report against another employee, volunteer, or contractor. False, vexatious or malicious harassment complaints may result in disciplinary action, up to and including termination of employment or relationship with United Way Estevan. UWE Directors and staff are invited to confirm annually that they will conduct themselves per the policy.

Approved September 4th, 2024