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Harressment Policy

Anti-Harassment Statement



The Construction Maintenance and Allied Workers Union (CMAW) believes that every individual has the right to dignity, respect and fair treatment within the Union and in the workplace. We need the cooperation of all Local Union members to help create a workplace environment free of harassment. So that's why the Union has an anti-harassment policy. The policy calls on us to inform people at the start of every Union function that we want to keep the session harassment-free. If we want to eradicate the problem of harassment in our workplaces and in society at large, we must first set an example right here in the Union.

Harassment is not a joke. It is cruel and destructive behavior that can have devastating effects. It creates feelings of unease, humiliation and discomfort. Harassment, by co-workers in particular, is contrary to our basic union principles of solidarity and equality and CMAW finds any such behavior unacceptable and intolerable. Harassment can take a number of forms: sexual, racial or personal. It is an expression of perceived power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin. Harassment is any form of behavior that is threatening or offensive to the person to whom it is being addressed. Complaints of harassment will be taken seriously and will be investigated immediately. Every function or course sponsored by CMAW will designate a representative(s) for that event .

The representative(s) will make a speedy, confidential and thorough investigation of any incident and will attempt to resolve the issue. All workplace complaints of harassment will be investigated and if found to be valid will immediately be dealt with in the appropriate manner. If the complaint is found to be justified, action will be taken against the harasser and a written report will be made to the appropriate officer or authority. Action could include, but is not limited to: apology, reprimand and possible expulsion from the Union/and or termination of employment. passed by the CMAW convention May 9th and 10th 2012

What is bullying and harassment?



A worker is bullied and harassed when someone takes an action that he or she knew or reasonably ought to have known would cause that worker to be humiliated or intimidated. When an employer or supervisor takes reasonable action to manage and direct workers, it is not bullying and harassment (see Prevention Policy D3-115-2 for more information).British Columbia

Bullying | Get Help If you’re a victim of bullying or abuse, call trained staff at any time of day, or chat online from noon to 8 pm. Online chats and calls to the helpline are anonymous.

Call the Bullying Helpline ALBERTA

1-888-456-2323 (24 hours, 7 days/week)

The helpline offers help in more than 170 languages.
There is a difference between bullying and harassment and other types of incidents that can happen in the work environment. The following behaviours may not be bullying and harassment if they are approached in an appropriate manner:

Expressing differences of opinion Offering constructive feedback, guidance, or advice about work-related behaviour and performance Making a legitimate complaint about someone’s conduct through established procedures

Bullying and harassment should not be confused with a manager or supervisor exercising authority as part of his or her job. Examples of reasonable management action might include decisions relating to a worker's duties, workloads, deadlines, transfers, reorganizations, work instructions or feedback, work evaluation, performance management, or disciplinary actions. Procedures for handling complaints

Employers must establish procedures stating how they will deal with bullying and harassment incidents and complaints in the workplace. Procedures must: ensure a reasonable response, aim to fully address the incident, and ensure future bullying and harassment is prevented or minimized.

Procedures must address the following:

How and when investigations will be conducted What will be included in the investigation The roles and responsibilities of employers, supervisors, workers, and others (such as investigators, witnesses, or union representatives) Follow-up to the investigation (description of corrective actions, time frame, dealing with adverse symptoms, etc.) Record-keeping requirements

In addition to establishing procedures, employers are responsible for ensuring they are followed.

Workers are expected to cooperate with investigators and provide any details of acts of bullying or harassment they have experienced or witnessed.
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