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.
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.
Sexual harassment is:
Euphoria Wellness Centre Coventry is responsible for:
Denise Armstrong, CEO, is responsible for:
Shawna Milutinovic, Office Manager, is responsible for;
* ensuring harassment situations are dealt with in a sensitive and confidential manner
Management, employees, and contractors are responsible for:
Management, employees, and contractors can expect:
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.
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.
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:
This report will be submitted to Denise Armstrong and/or Shawna Milutinovic. Both parties to the complaint will also be given a copy.
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.
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).
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.
Any questions related to this policy can be made to Denise Armstrong or Shawna Milutinovic.
October 28th, 2022