This document outlines a workplace harassment policy and procedures for an organization called Patricia Gardens. It states that all employees must report any incidents of harassment to the Administrator and cooperate with any investigations. It describes the investigation and reporting process, including that investigations will be conducted impartially according to principles of natural justice. The Administrator is responsible for determining if a formal investigation is warranted, advising those involved, and producing a written report within 30 days with their decision on corrective actions. Reprisals against those who report harassment will not be tolerated.

1. Workplace
Harassment

2. Purpose
• Assist all employees in identifying and preventing
harassment of any kind in the workplace
• To promote the well-being of all employees within
Patricia Gardens

3. Employees
• Must report all incidents of harassment to the
Administrator as soon as possible
• Must cooperate in any investigation of harassment
• May report harassment incident to the Board Chair or
Vice-Chair if not comfortable reporting to the
Administrator

4. Facts
• All reports must be provided in writing using the
Workplace Harassment Incident Report
• All concerns will be treated as strictly confidential and will
be investigated promptly
• The Administrator or designate has the right to report
threats to the Police as they deem fit without consent of
the employee involved
• The Administrator will determine the degree of
involvement of the and the union Representative

5. Administrator
Responsibilities
• Upon receiving formal complaint of harassment, will
determine if investigation is pursued
• Will advise the person the complaint is against in writing
of the investigation and specifics of the complaint
• Will advise the person who has made the complaint of
the investigation
• Will assign the investigation to an external person to
investigate if appropriate

6. • Gossiping about an incident seriously undermines the
privacy of all parties involved and will not be tolerated
DON’T DO IT!

7. Investigation
• The Administrator will conduct the investigation in
accordance with the principles of natural justice
• The Administrator will explore all allegations by
interviewing everyone involved as well as those who
have knowledge of the incident

8. Outcome of Investigations
• The Administrator may make a finding of:
• Sufficient evidence to support a violation of the Workplace
Harassment Policy
• Insufficient evidence to support a violation of policy
• No violation of policy

9. Outcomes
• The Administrator will prepare a written report
summarizing allegations, steps taken, evidence gathered
within 30 working days
• The Administrator will make a decision whether to
dismiss or act upon the report within 30 working days
after the report has been written
• All outcomes will be provided in writing to those
individuals involved

10. Conditions
• Conditions should be considered when determining
corrective action
• Impact of the incident on the person making complaint
• Nature of the incident
• Degree of aggressiveness and physical contact
• Period of time and frequency of the incidents
• Vulnerability of the person making the complaint

11. Facts
• Disciplinary action will be taken against any person who
takes any reprisal against a person who reports
harassment