Respect in the Workplace

The following list provides examples of what is considered disrespectful and/or inappropriate behaviour but is not limited to, the following:

• Racist and Discriminatory acts, language, gestures or other intentional racial, cultural, gender or any other discriminatory action.
• Harassment (Any form).
• Targeted vulgarity and rudeness.
• Use of profanity or obscene language.
• Yelling and shouting at individuals in anger or frustration.
• Causing distress to City employees. This could include use of hostile, abusive or offensive language, or an unreasonable fixation on an individual employee causing fear.
• Behaviour that frightens, belittles and degrades.
• Persistent threats of retaliation.
• Criticism with the intention to humiliate and demean people.
• Refusal to follow rental agreements and all other related City Policies/Procedures/Posted Facility Rules/By-Laws; Regional, Provincial or Federal Statutes.
• Making derogatory, insensitive, demeaning or offensive jokes, gestures or comments towards others.
• Unwanted physical contact or workplace violence.
• Display of lewd, illegal or offensive material including pornography or material that includes violent acts, indecency, hate, profanity, as well as material with text or imagery that has explicit or malicious intent.
• Causing unsanitary conditions (i.e. chewing tobacco, expulsion of bodily fluids etc.);
• Engaging in sexual activity.
• Theft of property.
• Vandalism of any kind.
• Illegal consumption of alcohol, drugs or other substances on the City’s premises;
• The use of all cell phones, cameras, video recording devices, personal digital devices, or any other equipment with video or photographic abilities in public change rooms or public washrooms.

City Facilities: for the purposes of the Respectful Workplace policy means, but is not restricted to, all land, property, structures, installations, vehicles or equipment owned, leased, operated, used, or otherwise controlled by the City for the purpose of conducting business operations.

City Workplace: means any location where an employee is carrying out any work-related function. The meaning of workplace may also be extended if workplace violence occurs outside the workplace but has an adverse effect on employee relationships in the workplace.  This may include social functions, training and conferences, during travel, at restaurants, hotels or meeting facilities being used for business purposes, during telephone, email or other electronic communications such as texting and instant messaging and social media.

Code-based Harassment: defined in the Ontario Human Rights Code means engaging in a course or conduct that is known or ought reasonably to be known to be unwelcome based on one or more of the protected grounds listed in the Code, that a person knows or ought to know would be unwelcome, offensive, embarrassing or hurtful.

Discrimination: any practice or behaviour, whether intentional or not, which has a negative impact on an individual or group of people protected under the Human Rights Code by excluding, denying benefits or imposing burdens upon them.  Discrimination may arise as a result of direct differential treatment or it may result form the unequal effect of treating individuals and groups in the same way.  

Disrespectful and Inappropriate Behaviour:  means behaviours that obstruct or hinder the ability of people to work and access the City’s facilities, services, programs or events, that are known or ought to be known to cause emotional harm and/or compromise the safety and health of people.   Disrespectful, inappropriate, and vexatious behaviours are specifically defined further in the City's Respectful Workplace policy and are prohibited by the City.

Harassment: engaging in a course of vexatious comment or conduct that is known or ought to be reasonably to be known as unwelcome.

Protected Grounds: Ontario Human Rights Code prohibits harassment and discrimination on the basis of the following protected grounds race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, sex, disability, sexual orientation, gender identity, and gender expression.

Racial Harassment: harassment on the grounds of race. It may also be associated with the grounds of colour, ancestry, where a person was born, a person’s religious belief, ethnic background, citizenship or even a person’s language. 

Respectful Workplace: is characterized by courteous and considerate behaviour towards others; inclusion of all persons of different backgrounds, cultures or opinions; safety from inappropriate behaviour; and includes constructive resolution of disputes.

Workplace Violence (as defined in the Occupational Health and Safety Act):

• the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker;
• an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; and/or
• a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Expectations

The City of Stratford is committed to providing quality service to all members of the public.  Our staff work to provide consistent, fair, and reasonable customer service and in turn, expect to be treated in the same manner.  All City facility, program, and property users are expected to treat staff and other patrons with respect and dignity during their visits and participations.

Dealing with disrespectful and inappropriate behaviour:

Members of the public are encouraged to seek immediate assistance from any City employee in close proximity if experiencing disrespectful or inappropriate conduct from anyone on our premises.  If they feel their safety is at risk they should call the Police.   

Reporting a Concern

Members of the public can report acts of disrespectful and inappropriate behaviour they experience or witness towards City employees or other visitors on our premises.   To report a concern, they can notify a City employee on premises to assist and will be directed to complete a Respectful workplace report through our online incident form or call the City (519)-271-0250 x 5278.   The employees and management involved with the incident will follow the guidelines of the Respectful Workplace Policy when responding to an occurrence of disrespectful and inappropriate behaviour.

All Council Members can be champions for a respectful workplace by:

• Expressing regard for others – acknowledge that every person brings unique perspectives and knowledge.
• Eliminating bias and discrimination – ensuring the workplace culture is free of harassment, bullying and discrimination, including racism and sexual harassment.
• Ensuring diversity, equity and inclusion - contribute to the workplace culture, where everyone feels safe to fully engage themselves.
• Open and respectful communication – consider how your words, actions and body language or gestures might impact people differently.
• Addressing conflicts in a positive and productive way.

Dealing with disrespectful and inappropriate behaviour:

Members of Council who encounter disrespectful and inappropriate conduct as defined in this policy during the course of administering their duties are encouraged to seek guidance and assistance from the Integrity Commissioner.

Every employee while representing the City is expected to behave in a courteous, helpful and professional manner in all interactions. 

All employees can be champions for a respectful workplace by:

• Expressing regard for others – acknowledge that every person brings unique perspectives and knowledge.
• Eliminating bias and discrimination – ensuring the workplace culture is free of harassment, bullying and discrimination, including racism and sexual harassment.
• Ensuring diversity, equity and inclusion - contribute to the workplace culture, where everyone feels safe to fully engage themselves.
• Open and respectful communication – consider how your words, actions and body language or gestures might impact people differently.
• Addressing conflicts in a positive and productive way.

Employees are encouraged to address disrespectful behaviour.  Not saying anything, either to the person being disrespectful, reporting it to your manager or Human Resources, promotes continued inappropriate behaviour.  When situations are addressed in a respectful way, it indicates that there is a zero tolerance for inappropriate and disrespectful behaviour in our workplace.

Dealing with incidents in our workplace:

• Employees shall make all reasonable efforts to satisfy or resolve issues and apply our conduct policies in a professional, dignified, and consistent manner for the benefit of everyone.  Employees are NOT expected to respond to occurrences of disrespectful or inappropriate behaviour if they feel unsafe, threatened, or otherwise unable to respond for any reason.  They can seek assistance from their Manager/Director or the police to deal with these circumstances.
• Management and employees have the right to ask members of the public to leave the premises if deemed necessary.  Any individual choosing to disrespect the policies of the City and refusing to modify their behaviour will be asked to leave City property.   If the member of the public refuses to leave the property, they shall be informed that the police will be called to remove them.   An employee dealing with this type of circumstances will take every safety precaution and follow the prescribed safety procedures within their work area.   

Dealing with incidents while on City business off-site:

Employees who participate in City business off site who are confronted with disrespectful or inappropriate behaviour that makes them feel uncomfortable or unsafe under any of our workplace policies many politely excuse themselves from the interaction.  An employee can indicate to those participating that they are  uncomfortable with the conduct as it is not permitted by the City.  They can also explain that they will notify their manager/director who will make alternate arrangements to address the members of the public concerns in a respectful manner.  The employee will report any incident of this nature to their manager/director as soon as possible.

Dealing with incidents via written or electronic communication (phone, email, social media): 

Employees who encounter disrespectful or inappropriate behaviour as outlined in this policy while carrying out their duties, should always respond in a professional and dignified manner.  Employees are directed to alert their manager/director of any problem of this nature, so that they may receive guidance and direction on the proper course of action and response.

Reporting a Concern

Employees are encouraged to report any incidents of workplace harassment, sexual harassment, discrimination or violence.

Employees can report an incident by completing the Respectful Workplace Incident Report Form and submitting a copy to the Director of Human Resources by emailing hr@stratford.ca

Please refer to the appropriate policy and procedures listed below for further detains on the process.

Additional Policies and Procedures

• Workplace Harassment, Sexual Harassment and Discrimination Policy
• Workplace Violence Policy
• Workplace Harassment, Discrimination and Violence Reporting and Investigation Procedures

• H.1.6 Workplace Harassment, Sexual Harassment and Discrimination Policy
• H.1.12 Health & Safety Policy
• H.1.23 Workplace Violence Policy
• H.1.27 Employee Code of Conduct Policy
• H.1.36 Respectful Workplace Policy
• Council Code of Conduct
• C.1.13 Facilities Code of Conduct Policy

• Ontario Human Rights Code (OHRC)
• Occupational Health and Safety Act (OHSA)
• Accessibility for Ontarians with Disabilities Act (AODA)
• Occupiers Liability Act
• Trespass to Property Act (R.S. O. 1990, c.T.21)
• Criminal Code (R.S.C., 1985, c. C-46)