Anti-harassment Policy and Procedures

Policy Statement

Euphoria Wellness Centre Coventry (EWCC) is committed to fostering a harassment free workplace where all employees, contractors and clients are treated with respect and dignity.

The Canadian Human Rights Act protects management, employees, contractors and clients from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.

Harassment at Euphoria Wellness Centre Coventry is not tolerated. Management, employees, contractors or clients who have harassed another individual may be subject to disciplinary action. This includes any management, employee, contractor or client who interferes with the resolution of a harassment complaint; retaliates against an individual for filing a harassment complaint; or files an unfounded harassment complaint intended to cause harm.

Application

This policy applies to all current management, employee, contractor or clients of Euphoria Wellness Centre Coventry.

This policy also applies to job applicants and all activity that is in some way connected to work, to include meetings, training, or unwanted attempts to connect via text, email or social media.

Definitions

Harassment is:

Offending or humiliating someone physically or verbally by yelling or physical pushing or blocking with the body or hands in the face;
Threatening or intimidating someone; or
Making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction
Uninvited and unwelcome continued contact via text, email or social media

Sexual harassment is:

Offensive or humiliating behaviour that is related to a person’s sex;
Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment: or
Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.

Responsibilities and Expectations

Euphoria Wellness Centre Coventry is responsible for:

providing all management, employees, contractors and clients a harassment-free environment

Denise Armstrong, CEO, is responsible for:

ensuring that this policy is applied in a timely, consistent and confidential manner;
determining whether or not allegations of harassment are substantiated and
determine what corrective action is appropriate where a harassment complaint has be substantiated

Shawna Milutinovic, Office Manager, is responsible for;

the administration of this policy;
reviewing this policy annually, or as required; and
making necessary adjustments to ensure that this policy meets the needs of the organization
fostering a harassment-free work environment and setting an example about appropriate workplace behaviours;
communicating the process for investigating and resolving harassment complaints made by management, employees, contractors and clients
dealing with harassment situations immediately upon becoming aware of them with the assistance of Denise Armstrong, whether or not a harassment complaint has been made.
taking appropriate action during a harassment investigation

* ensuring harassment situations are dealt with in a sensitive and confidential manner

Management, employees, and contractors are responsible for:

treating others with respect in the workplace;
reporting harassment to Denise Armstrong or Shawna Milutinovic
cooperating with a harassment investigation and respecting the confidentiality related to the investigation process;

Management, employees, and contractors can expect:

to be treated with respect in the workplace;
that reported harassment will be dealt with in a timely, confidential and effective manner;
to have their rights to a fair process and to confidentiality respected during a harassment investigation

Procedures for Addressing a Harassment Complaint

Filing a Complaint

Management, employees, contractors or clients may file a harassment complaint by contacting either Denise Armstrong or Shawna Milutinovic. The complaint may be verbal or in writing. If the complaint is made verbally, Denise Armstrong or Shawna Milutinovic will record the details provided by the complainant.

If there is cause to file a complaint against Denise Armstrong or Brad Yandt that will be taken to Shawna Milutinovic. If there is cause to file a complaint against Shawn Milutinovic that will be taken to Denise Armstrong.

Management, employees, contractors or clients should be prepared to provide details such as what happened; when it happened; where it happened; how often it happened and if anyone else was present if applicable.

Complaints should be made as soon as possible but no later than within one year of the perceived harassment, unless there are circumstances that prevented this from occurring.

Denise Armstrong or Shawna Milutinovic will tell the person that the harassment complaint has been made against, in writing, that a harassment complaint has been filed. The letter will also provide details of the allegations that have been made against him or her.

Every effort will be made to resolve harassment complaints within 30 days. Denise Armstrong or Shawna Milutinovic will advise both parties of the reasons why, if this is not possible.

If either party to a harassment complaint believes that the complaint is not being handled in accordance with this policy, he or she should contact Denise Armstrong or Shawna Milutinovic.

Mediation

Whenever appropriate and possible, the parties to the harassment complaint will be offered mediation prior to proceeding with a harassment investigation.

Mediation is voluntary and confidential. It is intended to assist the parties to arrive at a mutually acceptable resolution to the harassment complaint.

The mediator will be a neutral person, agreed upon by both parties. The mediator will not be involved in investigating the complaint.

Each party to the complaint has the right to be accompanied and assisted during mediation sessions by a person of their choosing.

Investigation

If mediation is inappropriate or does not resolve the issue, a harassment investigation will be conducted. All investigations will be handled by an individual who has the necessary training and experience. In some cases, an external consultant may be engaged for this purpose.

The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. All people who are interviewed will have the right to review their statement, as recorded by the investigator, to ensure its accuracy.

The investigator will prepare a report that will include:

a description of the allegations;
the response of the person the complaint was made against;
a summary of information learned from witnesses (if applicable); and
a decision about whether, on a balance of probabilities, harassment did occur

This report will be submitted to Denise Armstrong and/or Shawna Milutinovic. Both parties to the complaint will also be given a copy.

Substantiated Complaint

If a harassment complaint is substantiated. Denise Armstrong and/or Shawna Milutinovic will decide what action is appropriate.

Remedies for the person being harassed may include: an oral or written apology, monetary compensation, and/or compensation for hurt feelings.

For the party found to have engaged in the harassment, corrective action may include: a reprimand; a suspension; or a dismissal. If the party engaged in the harassment is a client they may be prohibited from booking with the clinic.

Both parties to the complaint will be advised, in writing, of the decision.

Other Redress

Any party who is not satisfies with the outcome of the harassment complaint process may file a discrimination complaint with the Alberta Human Rights Commission.

Privacy and Confidentiality

All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit discussion of a harassment complaint to those that need to know.

Euphoria Wellness Centre Coventry and all individuals involved in the harassment complaint process will comply with all requirements of PIPA (Personal Information Protection Act).

Review

Euphoria Wellness Centre Coventry will review their policy and procedures on an annual basis, or as required, and will make necessary adjustments to ensure that it meets the needs of all management, employees and contractors.

Enquires

Any questions related to this policy can be made to Denise Armstrong or Shawna Milutinovic.

October 28th, 2022