ANTI-HARASSMENT POLICY
Mentorat GÎM recognizes the dignity and worth of all individuals and will not tolerate harassment of any kind, whether psychological, sexual, or administrative.
RECOGNIZED DEFINITIONS
Psychological Harassment :
« Psychological harassment means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions, or gestures that affect an employee’s dignity or psychological or physical integrity and that result in a harmful work environment for the employee.
A single serious incidence of such behaviour may also constitute psychological harassment if it has such an effect and produces a lasting harmful effect for the employee.”
Act respecting labour standards, CQLR, c. N-1.1, s. 81.18
Sexual Harassment :
« Sexual harassment in the workplace includes any form of unwanted or unsolicited attention or advances of a sexual nature that cause discomfort, fear, or threaten a person’s well-being and/or employment, and that have an adverse effect on the work environment or on the nature of the relationship between the parties.”
This may include: leering, remarks, gestures, touching, threats, propositions, jokes, the display of pornographic material, as well as any form of sexual violence. The person engaging in harassment may be a manager, supervisor, employee, co-worker, client, or any other individual.
“It is a form of discrimination, abuse of power, and violence against individuals in the workplace.”
Although sexual harassment is not explicitly defined in the Act respecting labour standards, it is recognized that the definition of psychological harassment set out in section 81.18 includes sexual harassment.
Act respecting labour standards, CQLR, c. N-1.1, s. 81.18
Administrative Harassment :
« Administrative harassment, or abuse of power, refers to any behaviour or action aimed at improperly taking advantage of one’s status or a situation of power or authority—formal or informal—in order to threaten, influence, or negatively affect various elements related to the work of an individual or a group of individuals, and that may compromise employment, impair performance, threaten livelihoods, or hinder or influence the career of such individuals.
Administrative harassment, or abuse of power, manifests itself through intimidation, threats, blackmail, coercion, or excessive and unjustified monitoring.”
Employer Coordination Table on Occupational Health and Safety,
Harassment and Violence in the Workplace – Managing Discomfort, October 2002.
Scope of Application :
This policy applies to all individuals, whether salaried or not, who contribute to the fulfillment of Mentorat GÎM’s mission through their role and professional involvement
Complaint Procedures :
If a mentee, volunteer, or any other member of Mentorat GÎM believes that they are being harassed by a mentor, a volunteer, or any other member of Mentorat GÎM, the following procedures may be implemented:
- You must inform the alleged harasser that certain behaviours, actions, or statements are unwelcome and request that the behaviour cease;
- If the harassment continues, you must record and document all incidents in a file;
- You must promptly inform a person in a position of authority (e.g., a coordinator, the chief mentor of Mentorat GÎM, etc.) in order to share your concerns and discomfort. This person may then intervene or, where appropriate, refer the matter to another qualified individual;
- A mediation process may be proposed where both parties are willing to jointly seek resolution of the dispute;
- If these measures do not resolve the situation, the filing of a formal written complaint with the MRC’s General Management may be recommended. Such a complaint must be filed within a maximum period of 90 days following the last occurrence. It is recommended that all related documents be retained for your records.
Complaint Investigations :
Once a complaint has been filed, the General Management will ensure that an admissibility analysis is conducted to determine whether the situation constitutes a probable case of harassment under the criteria of the definition of psychological harassment (s. 81.18 ARLS). If deemed admissible, an investigation will be carried out, including the following steps: :
- An interview with the complainant;
- An interview with the alleged harasser;
- An interview with witnesses;
- The completion of all aspects of the investigation.
In carrying out its mandate, the General Management may seek the assistance of an objective and qualified third party specializing in harassment investigations. All complaints will be handled with the utmost care.
Interviews will be conducted in discreet locations. Information related to the complaint, including the identity of the parties involved, will be handled in a manner that preserves the confidentiality of the process. To this end, a confidentiality undertaking will be required of all parties.
Once the investigation is complete, the General Management will prepare a written report and may recommend appropriate action, if applicable. In cases where harassment is substantiated, appropriate corrective or disciplinary action will be recommended.
If it is demonstrated that a mentor has violated these principles, this may result in their exclusion from their local cell and from Mentorat GÎM.
Legal remedies pursued by the complainant before the courts may also form part of these actions.
The General Management must implement corrective measures to Mentorat GÎM’s ethical and governance rules as promptly as possible, should such measures prove necessary.