POLICY ON VIOLENCE AND SEXUAL HARASSMENT

Employees of ADRA Canada are to exemplify a Christ-like life and should avoid all appearance of wrongdoing, both within their personal lives, and within their employment with ADRA Canada. They should not engage in behaviour that is harmful to themselves or others, or casts a shadow on their dedication to the Christian way of life. Employees should respect and uplift one another. Employees should never be placed in a position of embarrassment, disrespect, or harassment. To do so would be a violation of God’s law and civil laws protecting human rights and governing workplace conduct.

Definitions:

Workplace Violence is the exercise of physical force by a person against an employee, in a workplace, that causes or could cause physical injury to the employee. It also includes an attempt to exercise physical force against an employee in a workplace, that could cause physical injury; and a statement or behaviour that an employee could reasonably interpret as a threat to exercise physical force against the employee, in a workplace, that could cause physical injury.

Workplace Harassment is engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably be known to be unwelcome.

Workplace Sexual Harassment is:

* Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or

* Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Workplace sexual harassment includes, but is not limited to: Sexual advances, requests for sexual favours, and other verbal, visual, or physical conduct of a sexual nature which the person making the solicitation or advance, knows or ought reasonable to know is unwelcome. It is acknowledged by all that such behaviour could be perceived as affecting an individual’s employment status. Such conduct constitutes sexual harassment when:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  2. Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions;
  3. Such conduct has the purpose or effect of unreasonable interfering with an individual’s work performance or creating an intimidating, hostile or of