[ Backgrounder ]
May 31, 2001
OTTAWA - The Honourable Lucienne Robillard, President of the
Treasury Board of Canada, Minister responsible for Infrastructure and
Member of Parliament for Westmount -
Ville-Marie, announced today that on June 1, 2001, a revised policy on the
prevention and resolution of harassment in the workplace will go into
effect.
The 1999 Public Service Employee Survey reinforced the need for action
in that approximately one in five employees felt that they had experienced
some form of discrimination or harassment in the workplace. "As an
employer, the Government of Canada finds this kind of behaviour
unacceptable and it will not be tolerated," stated Madame Robillard.
"This policy aims to prevent harassment by promoting increased
awareness, early problem resolution and the use of mediation. I believe
that the application of this policy will help create a work environment
where all are treated with respect and dignity. It will also reinforce
those values of integrity and trust that are the foundation of a sound
organization," the Minister added.
In announcing the modernization of Human Resources management, the
President stated there would be more focus on valuing employees. This
policy is an example of what the Government wants to do within existing
legislation. The policy also complements the important initiatives for
change as expressed in the Government's management framework Results
for Canadians, one of which is the creation of an exemplary workplace
that values its employees and their well-being.
The revised policy, "Prevention and Resolution of Harassment in
the Workplace," encourages managers and employees to deal with
conflicts at the outset through the use of appropriate problem resolution
mechanisms, such as mediation or facilitation. Greater emphasis is also
placed on providing learning and training opportunities to all employees
and managers. The definition of harassment has been modified as well to
include all persons in the workplace.
The Public Service Commission has a new role under the revised policy.
Instead of acting as a reviewing body, the Commission will now act as an
expert resource body by offering programs and services to departments and
agencies, such as training, mediation and investigations.
The Treasury Board Secretariat "Harassment in the Workplace"
policy was last revised in 1994. A review was initiated in 1998 in
response to concerns raised by stakeholders. The revised policy is a
collaborative effort involving Treasury Board Secretariat, departments and
agencies, Bargaining Agents and other stakeholders.
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For more information, contact:
Russell Milon
Press Secretary
Office of the President of the Treasury Board
of Canada and Minister responsible for
Infrastructure
(613) 957-2666
Chantal Scarlett
Media Relations
Treasury Board of Canada Secretariat
(613) 957-2391
IF THERE IS A DISCREPANCY BETWEEN ANY PRINTED VERSION AND THE
ELECTRONIC VERSION OF THIS NEWS RELEASE, THE ELECTRONIC VERSION WILL
PREVAIL.
TTY (Telecommunications device for the hearing impaired) - (613)
957-9090
Evolution of The Public Service of Canada's Policy on Harassment in
the Workplace
The Public Service of Canada introduced a harassment policy for its
employees in 1982. At the time, it was the first employer in Canada to
offer such a policy to its employees. It was also the first to include
personal harassment and abuse of authority as forms of harassment in its
policy.
The Treasury Board Secretariat "Harassment in the Workplace"
policy was last revised in 1994 after limited consultation. At the time,
mediation was introduced, the complaint process was formalized and privacy
and disclosure provisions were enhanced.
In 1998, the Treasury Board Secretariat initiated a review of its
policy on harassment in the workplace in response to concerns raised by
stakeholders and to evaluate the elements introduced in 1994.
Impetus for Change
The 1999 Public Service Employee Survey indicated that approximately
one in five employees felt that they had experienced some form of
harassment in the workplace. In recognition of the survey findings,
harassment was given a high priority. As well, the President of the
Treasury Board has recently stated that the Government of Canada's
Modernization of Human Resources Management initiative would be focused on
valuing people. The revised policy recognizes that harassment, be it from
colleagues, managers or contractors, is never acceptable and that all
employees are entitled to be treated with respect and dignity. In fact,
the policy which was a collaborative effort involving Treasury Board
Secretariat, bargaining agents, departments
and agencies, and other stakeholders, now goes beyond legislated
requirements to ensure the protection of employees.
Harassment is any improper conduct by an individual, that is
directed at and offensive to another person or persons in the workplace,
and that the individual knew or ought reasonably to have known would cause
offence or harm. It comprises any objectionable act, comment or display
that demeans, belittles, or causes personal humiliation or embarrassment,
and any act of intimidation or threat. It includes harassment within the
meaning of the Canadian Human Rights Act.
In seeking to become an exemplary workplace, the Public Service of
Canada is committed to the well-being of all of its employees. These
changes are part of that commitment. The objective of the policy is to
foster a respectful workplace through the prevention and prompt resolution
of harassment. The goal of these changes is to move towards a
harassment-free workplace.
Key Changes
- The revised policy emphasizes prevention of harassment based on a
respectful workplace and clarification of what constitutes harassment.
It also focuses on the prompt resolution of harassment.
- The application of the policy has been broadened to include all
persons working for the Public Service of Canada, including casuals,
students, volunteers and contractors.
- The definition has been modified to apply to all persons in the
workplace and not just to employees. Sexual harassment and abuse of
authority no longer have separate definitions, they are covered in the
general definition.
- The complaint process has been streamlined in that the complaint will
be processed through only one redress mechanism. Enhanced quality
assurance mechanisms have also been introduced, such as specific
requirements for mediators and investigators, are now included in the
policy.
- Early intervention, which can include mediation or facilitation, in
situations of alleged harassment, has become an integral part of the
policy.
- Legal assistance will be provided to respondents if a complainant
pursues a harassment complaint in a court or tribunal, if that same
complaint was determined to be unfounded at the department level.
- The Public Service Commission will no longer be reviewing harassment
investigations conducted by departments. They will instead act as an
expert resource body and will be offering programs and services to
departments such as training, mediation and investigations.
- All steps in the complaint process are to be completed without undue
delay, normally in six months or less. Departments must establish time
frames appropriate to their particular organizations, in consultation
with union officials.
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