Page 40 - PL Handbook 2016

WORKPLACE VIOLENCE AND HARASSMENT POLICY

1) PURPOSE
To outline the procedures to be followed regarding Violence, Harassment, Sexual Harassment and Discrimination.
2) SCOPE
Applies to all employees during working time and during any activity on or off the Company’s premises which
could reasonably be associated with Purity Life.
3) DEFINITIONS
a) “Workplace Violence” is the exercise of physical force by a person against a worker in a workplace that
causes or could cause physical injury to a worker; or an attempt to exercise physical force against a worker
in a workplace that could cause physical injury to a worker; or a statement or behaviour that is reasonable
for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could
cause physical injury to the worker. There are different forms of workplace violence:
Criminal Intent
• Involves a person with no relationship to the workplace who commits a violent act, such as:
• theft – money, cars, drugs, personal belongings
• hostage taking/kidnapping
• physical assault
Client
• The violent act is ‘willful intent’ to cause harm
• Majority of workplace violence events are client-related
Employee-Related
• “Repeated and persistent negative acts towards one or more individual(s), which involve a perceived power
imbalance and create a toxic or unhealthy work environment” (Salin, 2003)
Personal Relationships
• Relationship violence that occurs at the workplace, i.e., a loved one/family member that commits a violent act
against a worker (domestic violence) (NIOSH, 2006)
Workplace Violence is an occupational health and safety hazard.
b) “Harassment” means engaging in a course of vexatious comment or conduct that is known, or ought
reasonably to be known, to be unwelcome, unwanted, offensive or objectionable and may have the effect of
creating an intimidating, hostile or offensive work environment interfering with an individual’s work
performance; adversely affecting an individual’s employment relationship; and/or denying an individual
dignity and respect. Harassment may result from one incident or a series of incidents. It may be directed
at specific individuals or groups. Harassment includes but is not limited to comments, conduct, jokes or slurs
related to an employee’s race, religious beliefs, country of origin, sexual orientation, gender and/or disability.
c) “Sexual harassment” is any unsolicited conduct, comment, or physical contact of a sexual nature that is
unwelcome by the recipient. It includes, but is not limited to, any unwelcome sexual advances (oral, written or
physical), requests for sexual favours, sexual and sexist jokes or slurs; written or verbal abuse or threats; jokes,
taunts,orsuggestionsaboutaperson’sbody,attire,oronotherprohibitedgroundsofdiscrimination;unnecessary
physical contact such as patting, touching, pinching or hitting, patronizing or condescending behaviour;
displays of degrading, offensive or derogatory material such as graffiti or pictures; physical or sexual assault.

d) “Discrimination” is making decisions based on factors in which the law prohibits. The decisions may be
regarding employment, housing, education or other matters that fundamentally affect ones lives. The
prohibited factors include race, nationality, religion, gender, age, disability, sexual orientation as well as other
protected statuses.

40 Purity Life Employee Handbook EDITION 2 - 2016