Sexual Harassment Policy

Policy Intent

This Sexual, Violence, Anti-Discrimination and Harassment Policy (the “Policy”) establishes and promotes awareness of the practices and commitment of The Fire and Emergency Services Training Institute (FESTI) to providing a Training school free of discrimination and harassment including, but not limited to, sexual harassment.

FESTI, in accordance with applicable legislation and this Policy, is committed to:

a) providing a place and workplace environment in which all students, employees, volunteers, contracted staff and stakeholders who work for or conduct business with FESTI are treated with dignity and respect;

b) providing a school free of harassment, bullying and discrimination;

c) ensuring that no student, employee, volunteer, contracted staff or stakeholder shall be subject to retaliation as a result of making a complaint of discrimination or harassment in good faith, providing information in connection with an investigation, or as a result of the resolution of a complaint; and

d) zero tolerance of harassment of any kind from any person in the workplace.

This Policy reflects the requirements of the Canadian Human Rights Act and the Employment Equity Act, as applicable, pursuant to which all persons have a right to access their work environment and perform their duties and responsibilities without discrimination on the basis of Protected Grounds or their membership in any of the Designated Groups.

All students, instructors, volunteers, contracted staff and stakeholders are responsible for:

  • Being familiar with and adhering to this Policy.
  • Following all procedures pertaining to harassment, and ensuring that reports of harassment are made to Management, Human Resources, their union representative (where applicable) or anonymously through the C.A.R.E Hotline or website at 1-855-484-CARE (2273) / www.GrantThorntonCARE.ca.
  • Co-operating and participating fully in any investigation or complaint resolution process, as outlined in their respective collective bargaining agreements or non-unionized procedures, as applicable.
  • Completing all applicable mandatory in-class or online training with respect to the subject matter of this Policy through the GTAA’s Learning Management System or other available means.
  • Being familiar with and adhering to this Policy

Application

This Policy applies to all GTAA employees who, for the purposes of this Policy, include all full-time, part-time and contract GTAA employees, and volunteers performing work for or at the GTAA (collectively, “Employees”).

Policy Requirements, Roles & Responsibilities

All GTAA employees are responsible for:

  • Treating each other with respect and not engaging in any behaviour that constitutes harassment or is discriminatory.
  • Following all procedures pertaining to harassment, and ensuring that reports of harassment are made to Management, Human Resources, their union representative (where applicable) or anonymously through the C.A.R.E Hotline or website at 1-855-484-CARE (2273) / www.GrantThorntonCARE.ca.
  • Co-operating and participating fully in any investigation or complaint resolution process.
  • Being familiar with and adhering to this Policy.

Deputy Fire Chief of Training and Development is responsible for:

  • Fostering a safe training environment and working environment that is free of harassment and discrimination.
  • Addressing inappropriate behaviour, whether or not a formal harassment complaint has been made.
  • Investigating and dealing with all complaints or incidents of harassment in a fair, respectful and timely manner and taking disciplinary measures as required.
  • Documents relating to an anti-discrimination or harassment complaint shall be handled, maintained and managed in confidence and will only be disclosed on a need-to-know basis or as required by law.

The Fire and Emergency Services Training Institute is responsible for:

  • Administering this Policy.
  • Assessing this Policy’s continuing compliance with the Canadian Human Rights Act and the Canada Labour Code.

Confidentiality

Documents relating to an anti-discrimination or harassment complaint shall be handled, maintained and managed in confidence and will only be disclosed on a need-to-know basis or as required by law.

Exceptions

TERMDESCRIPTION
BullyingMeans any repeated or pattern of behaviour or incidents that are intended to intimidate, offend, degrade or humiliate
Designated GroupsMeans, without limitation, members of the four designated groups identified in the Employment Equity Act: indigenous peoples, visible minorities, persons with disabilities and women.
DiscriminationMeans an action or decision that results in the unfair or negative treatment of a person or group because of their race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity and expression, marital status, family status, genetic characteristics, disability, or a conviction for which you have been granted a pardon.
EmployeeMeans any full-time, part-time or contract FESTI, and volunteers performing work on behalf of the GTAA (collectively, “Employees”).
HarassmentMeans engaging in a course of vexatious comments or conduct that is known or ought to be known to be unwelcome and against another person on one or more of the grounds set out in the Canadian Human Rights Act including, but not limited to:
• unwelcome remarks, jokes, innuendos, gestures, or taunting about a person’s body, disability, gender, race or ethnic background, colour, place of birth, sexual orientation, citizenship or ancestry;
• objectional conduct, comments or displays made on either a one-time or continuous basis that are intended to bully, demean, belittle or cause humiliation or embarrassment;
• posting or circulation of visuals of a sexual, racial or otherwise offensive nature, such as pornographic pictures, cartoons or graffiti; and
• refusal to work, converse or share facilities with another Employee based on Protected Grounds.
DisabilityMeans any previous or existing mental or physical disability and includes disfigurement and previous or existing dependence on alcohol or a drug.
Protected GroundsMeans race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity and expression, marital status, family status, genetic characteristics, disability, a conviction for which you have been granted a pardon or and any other ground protected by the Canadian Human Rights Act.
RetaliationMeans any adverse action taken against an Employee for filing a complaint or supporting another Employee’s complaint.
Sexual HarassmentMeans any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any Student or Employee; or that might, on reasonable grounds, be perceived by that Student or Employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.