Personal Conduct Policy

Zanzibar Holdings Health and Safety Program  1.18 Personal Conduct Policy 

All workers are expected to abide by appropriate standards of personal conduct as outlined in full policy found in H/S manual 

Purpose 

The purpose of this policy is to communicate Zanzibar's approach to addressing workplace bullying and harassment and to establish a “zero tolerance” policy for such behavior. All Zanzibar employees will be treated in a fair and respectful manner. 

Zanzibar Personal Conduct Policy - 1.18  (link to full policy )-

Zanzibar Personal Conduct Policy ERP

Summary

Do not engage in the bullying, harassment, assault, discrimination, sexual harassment or any other violation of the Human Rights Code of other workers.

  1. Do not use language that demeans, insults, embarrasses, ridicules, or otherwise negatively impacts other workers based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression. Strive to use inclusive terms and language whenever possible.
  2. Respect communities by treating their residents, cultural practices, businesses and traditional territories with respect to visiting them or using their services, including not damaging their property and following bylaws and local conventions related to noise, health and other requirements.
  3. Report to your manager/supervisor, in a timely manner, either in person or in writing (i.e. hand written notes or email) if bullying and harassment is observed or experienced in the workplace.
  4. Anyone involved in the incident will be required to cooperate with investigators and provide any details of the incident that were experienced or witnessed. Such as names of people involved, witnesses, where the events occurred, when they occurred, and what behaviour and/or words led to the complaint.
  5. Managers/supervisors will immediately address and investigate any reported complaints of workplace bullying or harassment, ensuring that all reported complaints of bullying or harassment will be kept confidential wherever possible.
  6. In the case that it is a case of criminal harassment or assault, and the victim gives consent to report it to the authorities, a Manager will contact the RCMP or local police, and inform them of the problem.
  7. Any employee accused of violating this policy may be suspended from work duties immediately at the discretion of the manager and/or company owners.
  8. A suspended worker will not be allowed to return to the same workplace as the complainant until the incident has been settled to the satisfaction of the manager.
  9. Any employee found to be guilty of violating this policy will be subject to disciplinary action, including possible termination of employment. 

“Bullying and Harassment” behaviour includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.

  1. Examples of “bullying and harassment” behaviours include, but are not limited to:
  2. verbal aggression or yelling
  3. humiliating initiation practices or hazing
  4. spreading rumours
  5. name-calling
  6. cyber bullying such as aggressive text messages and inappropriate social media posts

"Sexual Harassment" is the unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for the victims of the harassment.

  1. Examples of “sexual harassment” include, but are not limited to:
  2. a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits;
  3. sexual advances with actual or implied work-related consequences;
  4. unwelcome remarks, questions, jokes or innuendo of a sexual nature including sexist comments or sexual invitations, or repeatedly asking someone out;
  5. verbal abuse, intimidation or threats of a sexual nature;
  6. leering, staring or making sexual gestures;
  7. display of pornographic or other sexual materials;
  8. offensive pictures, graffiti, cartoons or sayings;
  9. unwanted physical contact such as touching, patting, pinching or hugging; and  physical assault of a sexual nature;
  10. Refusing to use someone's preferred pronouns or requiring someone to prove their gender. 

     B.  “Sexual harassment” does not include:

  • A social or personal relationship to which both parties willingly consent. 

“Consent” as defined in the Criminal Code of Canada is the voluntary agreement of the complainant to engage in the sexual activity in question. Conduct short of a voluntary agreement to engage in sexual activity does not constitute consent as a matter of law.

If you are a victim of violence, bullying, sexual harassment, assault, discrimination or any other violation of the Human Rights Code in the workplace these are the steps to take:

  1. Immediately make your discomfort known to the individual engaging in the conduct and/or tell the person to stop the behaviour if you feel comfortable doing so.
  2. Report concerns to your supervisor. If you are uncomfortable notifying your supervisor or another member of the management team, email Zanzibar directly at safe@zanzibar.ca. This email is confidential and seen only by the Zanzibar SAFE Comitee members; Dale G, Sylvia FW, Nicole H, Jeni C, Noah L, Grant C.  You can also reach out to any of the members directly if you are not comfortable with group receiving email.
  3. Fill out an Incident Report on Zanzibar Safety Wizard website.  If you want to remain anonymous, you can fill out an "Anonymous Incident Report" located in the footer of the login page.  You will need to be logged out of your Safety Wizard account in order for this to be truly anonymous.
  4. If you feel that Zanzibar has not taken reasonable steps to address the incident, you can call the Prevention Information Line at WorksafeBC, (1-888-621-SAFE), to contact an officer to discuss the incident. If the matter is still not resolved after reporting to a supervisor and speaking with a prevention officer, you can submit a Bullying and Harassment Questionnaire to begin a WorksafeBC enquiry. 

If you are a bystander and witness violence, bullying or or sexual harassment or assault in the workplace take the steps as stated above. You as a bystander can contribute to maintaining a safe environment so follow the 6 D’s of bystander intervention where you feel safe to do so. 

  1. Distract: Anything that distracts someone enough to discontinue the abusive behavior.
  2. Delegate: If you do not feel comfortable or safe intervening, delegate the intervention to someone else.
  3. Direct: Directly address the abuse
  4. Delay: If you do not intervene in the moment there are still ways to support the victim afterwards.
  5. Document: If you see something and you don’t feel comfortable intervening make a note of the date and time in case someone needs the information at a later date
  6. Defend: Shut down any acts that are out of line like microaggressions.  This will help create a safe and trusting environment

 

Zanzibar ask all employees who are victim or have witnessed breach of personal conduct to reported to supervisor, through email to safe@zanzibar.ca or anonymously through the Safety Wizard Site. If person is not in agreement with outcomes or in situations that you do not feel comfortable reporting incident to the company (involves supervisor or upper management) you can to report an incident to someone outside of the company 

Additional Support Contacts

  1. NSDP  250-847-9000 or toll free 1-877-633-9933
  2. BC211: call 211 or go to bc.211.ca -  connects people to community, health and government resources for help, where and when they need it.
  3. RCMP:https://www.rcmpgrc.gc.ca/detach/en/find/bc
  4. SHARP Legal Advice Clinic 1 888 685-6222
  5. Options for Sexual health clinics  1-800-739-7367 or optionsforsexualhealth.org

VictimLinkBC is a toll-free, confidential, multilingual service available across B.C. and the Yukon 24 hours a day, 7 days a week and can be accessed by calling or texting 1-800-563-0808 or sending an email to VictimLinkBC@bc211.ca. It provides information and referral services to all victims of crime and immediate crisis support to victims of family and sexual violence, including victims of human trafficking exploited for labour or sexual services.

VictimLinkBC provides service in up to 150 languages, including many North American Aboriginal languages. In 2019-2020, VictimLinkBC assisted on more than 12,000 calls.

Even if you’re not sure if you have been a victim of crime, you can call or text VictimLinkBC at 1-800-563-0808 or email VictimLinkBC@bc211.ca for assistance. Your call will be completely confidential.

VictimLinkBC staff can connect you to a network of community, social, health, justice and government resources, including victim services, transition houses and counselling resources. They also provide information on the justice system, relevant federal and provincial legislation and programs, crime prevention, safety planning, protection order registry and other resources as needed.

WorkSafe BC-  If you have reported to employer and are not in agreement with outcomes

 

Please take time to review the following video that can help any answers on consent

Watch Tea Consent on YouTube.