Workplace Harassment Prevention Policy

applies to all employees at shop makers locations across canada 1\ our commitment shop makers is dedicated to fostering a work environment where all employees are treated with respect and dignity we have a zero tolerance policy for workplace harassment every shop makers worker is entitled to a workplace free of harassment shop makers will ensure, so far as is reasonably practicable, that no worker is subjected to harassment in the workplace, and will take corrective action against any person under our direction who subjects a worker to harassment 2\ scope this policy applies to all individuals interacting with our workplace, including supervisors and managers employees (full time, part time, casual, and contract) vendors and contractors members of the public (e g , customers, mall staff, delivery personnel) it applies to conduct that occurs at shop makers premises and at any work related location, event, or communication, including all shop makers retail locations and back of house spaces in british columbia, alberta, saskatchewan, manitoba, and ontario off site work related activities (e g , training sessions, team events, vendor meetings) virtual and digital communications, including email, text, messaging platforms, and social media used for work purposes 3\ what is workplace harassment workplace harassment includes any of the following general workplace harassment — a course of vexatious comments or conduct against a worker in the workplace that is known, or ought reasonably to be known, to be unwelcome workplace bullying — objectionable conduct that creates a risk to a worker's health, or severe conduct that adversely affects a worker's psychological or physical well being a single incident may constitute harassment if it has a lasting, harmful effect on the worker discriminatory harassment — comments or conduct directed at a worker because of race, religion, sex, sexual orientation, gender identity, gender expression, marital status, family status, disability, age, ancestry, place of origin, ethnic origin, citizenship, or any other ground protected by applicable human rights legislation workplace sexual harassment — either a course of vexatious comment or conduct against a worker in the workplace because of sex, sexual orientation, gender identity, or gender expression, where the conduct is known or ought reasonably to be known to be unwelcome; or a sexual solicitation or advance made by a person in a position to confer, grant, or deny a benefit or advancement to the worker, where the person knows or ought reasonably to know that the solicitation or advance is unwelcome harassment may take the form of written, verbal, or physical conduct, gestures, displays, or any combination thereof, and may occur in a single severe incident or over a course of conduct 4\ what is not workplace harassment reasonable actions taken by an employer, supervisor, or manager in the course of managing and directing workers or the workplace are not considered workplace harassment this includes, but is not limited to performance management, coaching, or feedback assigning work, setting deadlines, or directing how work is performed scheduling and workload decisions disciplinary action taken in good faith workplace investigations conducted in good faith 5\ reporting workplace harassment employees are strongly encouraged to report any incidents of workplace harassment as soon as possible how to report submit a workplace harassment report https //workplace harassment report paperform co/ to the people & culture (p\&c) department if your supervisor is involved if the alleged harasser is your direct supervisor or manager, or another individual under whose authority you work, you may report directly to contact head of people & culture at lianne\@shopmakers ca mailto\ lianne\@shopmakers ca the person receiving the complaint will not be someone under the alleged harasser's direct control your other legal rights filing a complaint under this policy does not prevent a worker from exercising any other legal rights, including the right to file a complaint with the applicable provincial human rights commission, occupational health and safety authority, or other regulatory body this policy is not intended to discourage or prevent any worker from exercising those rights 6\ investigation & confidentiality shop makers is committed to investigating and addressing all complaints or incidents of workplace harassment in a manner that is fair, respectful, and timely investigation process an investigation appropriate to the circumstances will be conducted into incidents and complaints of workplace harassment the complainant and the alleged harasser (if a shop makers worker) will be informed in writing of the results of the investigation and of any corrective action that has been taken or will be taken confidentiality shop makers will not disclose the name of a complainant or an alleged harasser, or the circumstances of the complaint, to any person except where disclosure is necessary to investigate the complaint or take corrective action necessary to protect the safety of a worker required by law 7\ no retaliation employees who report incidents of workplace harassment, or who participate in an investigation, will not face penalties, discipline, or any form of retaliation retaliation against a person who has reported harassment or who has participated in an investigation is itself a violation of this policy and will be addressed accordingly 8\ accountability all managers, supervisors, and employees are expected to adhere to this policy shop makers will hold individuals accountable for violations, which may include disciplinary action up to and including termination of employment 9\ training & communication shop makers will inform all workers of the existence and contents of this policy provide information and instruction to supervisors and workers on recognizing, responding to, and reporting workplace harassment post this policy in a conspicuous location at each store and make it available electronically through rippling 10\ review of this policy this policy will be reviewed at least annually , or more often as needed, to ensure it adequately addresses the prevention of workplace harassment updates will be communicated to all employees 11\ questions & support if you have questions about this policy, need to make a report, or require additional support, please contact head of people & culture — lianne\@shopmakers ca mailto\ lianne\@shopmakers ca operations enablement manager — wenny\@shopmakers ca mailto\ wenny\@shopmakers ca 12\ legal basis & provincial compliance this policy is intended to comply with the following provincial occupational health and safety legislation british columbia workers compensation act , ss 21–23 worksafebc ohs policies p2 21 2 (employer duties), p2 22 1 (worker duties), and p2 23 2 (supervisor duties) on workplace bullying and harassment complaints may also be filed with the bc human rights tribunal alberta occupational health and safety act and occupational health and safety code (harassment prevention plan requirements) complaints may also be filed with the alberta human rights commission saskatchewan saskatchewan employment act and occupational health and safety regulations, 2020 (harassment prevention) complaints may also be filed with the saskatchewan human rights commission manitoba workplace safety and health act and workplace safety and health regulation , part 10 (harassment prevention) complaints may also be filed with the manitoba human rights commission ontario occupational health and safety act , ss 32 0 1 – 32 0 8 (workplace harassment) — including the bill 190 (2024) amendments that explicitly cover virtual and digital communications complaints may also be filed with the human rights tribunal of ontario under the ontario human rights code