Disciplinary Measures
PAL Ottawa Personnel who have been determined to have engaged in Workplace Violence, Workplace Sexual Harassment, Misconduct or Workplace Harassment will be subject to disciplinary measures, including but not necessarily limited to:
- Suspension from the PAL Ottawa workplace;
- Revocation of membership from PAL Ottawa
- Obligation to provide the victim with a formal verbal or written apology;
- Obligation to undergo counselling and/or education through a duly recognized institution or professional organization;
- Disciplinary measure up to dismissal;
- Criminal and/or civil prosecution.
Employee and Worker Screening and Selection
As part of its sexual abuse and misconduct prevention program, PAL Ottawa is committed to maintaining a diligent screening program for prospective and existing employees, volunteers, board members and others that may have interaction with those employed by, associating with or serviced by PAL Ottawa. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references.
Supervision of Youth
To provide a safe environment for minors, PAL Ottawa strives that a minimum of two adult workers supervise or be in attendance with minors during organization-related activities. The purpose is to avoid one-on-one interactions between adults and minors that are not easily observable by others. If individual meetings with a minor must be held in an office, PAL Ottawa Personnel are to keep the door open. PAL Ottawa Personnel will only conduct closed door meetings when another adult is put on notice of the meeting and the door remains unlocked.
Work refusal
PAL Ottawa Personnel have the right to refuse work if they have a reason to believe they are in danger from Workplace Violence.
Confidentiality
Complainants, respondents, witnesses, Incident Investigators and other PAL Ottawa representatives involved in a Workplace Violence, Workplace Sexual Harassment, Misconduct or Workplace Harassment matter are responsible for conducting themselves at all times with appropriate discretion so as to maintain confidentiality regarding any incident or complaint procedure. Confidentiality is the general rule, and PAL Ottawa is also bound to comply with the provisions of any applicable legislation and regulations regarding the protection of personal information. Nevertheless, PAL Ottawa respects the need of an alleged harasser to know the allegations being made against him/her. Furthermore, any arbitration, administrative or court proceedings arising out of a complaint may compel PAL Ottawa to disclose information about such a complaint, even though any such disclosure will be permitted only to the extent required by law or as necessary for the proper investigation and resolution of the complaint.
Acknowledgement Form: Workplace Abuse and Misconduct Prevention Policy
I acknowledge that I received and read the Workplace Abuse and Misconduct Prevention Policy and/or had it explained to me. I understand that it is my responsibility to abide by all rules contained in the policy. I also understand how to report incidents of workplace abuse or misconduct as set forth in the policy, including retaliation against any employee or volunteer exercising his or her rights under the policy.
I acknowledge that I will be alerted when changes and updates are made to the Workplace Abuse and Misconduct Policy and will be responsible for reading and complying with these updates.