Respectful and Healthy Workplace Policy
 

Purpose: Wellco Energy Services ("Wellco") is committed to providing its employees with a safe and healthy work environment free from all forms of conduct that may be considered disrespectful. Wellco recognizes that all employees have the right to expect professional behaviour from all staff. Wellco takes a zero tolerance position for any behaviours or actions considered to be harassment, discrimination, conflict or violence. It is the responsibility of all Wellco employees and managers to understand, support and recognize the importance of this policy. Wellco commits to respond to all issues regarding harassment, violence and respect in the workplace in a timely and discreet manner.

Scope: This policy applies to all employees and contractors.

Background: This policy has been established to further endorse Wellco's commitment to ensure employee well being and promote a comfortable and professional work environment.

Definition -
Harassment occurs when an employee is subjected to unwelcome verbal or physical conduct because of his/her race, religious beliefs, colour, place of origin, gender, mental or physical disability, ancestry, marital status, family status, sexual orientation or source of income.

Unacceptable behaviour can be interpreted but not limited to: shouting, swearing, physical/mental abuse, making threats and intimidation which may have the effect of creating a hostile or offensive work environment, interfering with an individual's work performance, adversely affecting an individual's employment relationship and/or denying an individual dignity and respect.

Sexual Harassment is discrimination on the grounds of gender and a violation of the Alberta Human Rights, Citizenship and Multiculturalism Act. Sexual harassment can include such things as pinching, patting, rubbing or any other unwanted physical contact, leering, "dirty" jokes, pictures or pornographic materials (including screensavers), comments, suggestions, innuendoes, requests or demands of a sexual nature.

Personal Misconduct or Workplace Harassment occurs in situations where an employee feels subjected, over a period of time, to unfair, persistent and conscious or calculated negative behaviour or actions from another employee that affects his/her dignity, health, safety and/or career prospects. This includes rumours, insults, crude jokes and bullying.

Workplace Violence
Workplace Violence includes but is not limited to intimidation, threats, physical attack, domestic violence or property damage and includes acts of violence committed by company employees, clients, customers, relatives, acquaintances, or strangers against company employees in the workplace that causes or is likely to cause physical injury.

Intimidation is engaging in actions that includes but is not limited to staling or behaviour intended to frighten, coerce or induce distress.

Physical Attack is unwanted or hostile physical contact such as hitting, fighting, pushing, shoving or throwing objects.

Property Damage is intentional damage to property and includes property owned b y the company, employees, visitors or vendors.

Any threats or acts of violence against an employee, visitor or company or personal property will not be tolerated. At any time, should an employee feel threatened by workplace violence, he or she must immediately notify a manager or the human resources department. Any employee determined to have committed such acts will be subject to disciplinary action up to and including termination. Where appropriate, Wellco will report violent incidents to local law enforcement authorities.

Responsibilities of Supervisor/Manager

It is the responsibility of every manager and supervisor to:

• Ensure the workplace is free from harassment and violence
• Take action (initiate investigation process, document all observations and communication) if there is reason to believe harassment or violence has occurred
• Ensure that employees are informed of the company's policy and procedures for dealing with cases of harassment and workplace violence
• Failure to take action when a complaint is received could result in the manager or the Company being held liable should a formal external investigation occur

Responsibilities of the Employee
It is the responsibility of all employees to:

• Tell the harasser that his/her behaviour is unwelcome and ask him/her to stop.
• If this is not possible, speak to your manager or a member of the Human Resources department.
• Keep a record of incidents (dates, times, locations, possible witnesses, what happened, your response)
• Report an incident of harassment or violence that you've witnessed
• If the harassment continues, launch a formal complaint with the Human Resources department.

Investigation Process (Informal and Formal)
Wellco's Human Resources department will respond to, and deal with, all complaints in a prompt and confidential fashion. Retribution or retaliation from an inquiry or complaint will not be tolerated. The way Wellco will handle a complaint will depend on the circumstances of the alleged incident/incidents. The following provides an outline of how a complaint may be handled by Wellco:

• Once a complaint is received, the alleged harasser/aggressor will be advised that there is an allegation of harassment/violence and will be given an opportunity to respond.
• Both the complainant and the alleged harasser/aggressor will be interviewed. Witnesses will be identified and spoken to if necessary as well as anyone else who may be able to provide relevant information.
• All information will be kept in confidence.
• If the investigation reveals that there has been no harassment/violence, no disciplinary action will be taken. If it has been determined that harassment/violence has occurred, disciplinary action will be taken up to and including termination.
• A follow up meeting will take place with the complainant to review the outcome as well as with both parties to ensure the harassment has stopped and that no adverse behaviour is occurring.

Anyone facing harassment has the right to contact the Alberta Human Rights and Citizenship Commission or the BC Human Rights Tribunal to file a complaint.

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