Toronto Downtown Jazz Society is committed to fostering and maintaining a workplace where all employees are free from harassment and discrimination on the basis of gender, race/ethnicity, religion, age, class, or sexual orientation. Toronto Downtown Jazz Society respects and is bound by the terms of provincial and federal human rights legislation.
Any employees or agents of the employer found to be engaging in unlawful discrimination or harassment will be subject to disciplinary action, including termination of employment.
Harassment and Discrimination In The Workplace
Introduction to Policies
Definitions
The following behaviours will not be tolerated by Toronto Downtown Jazz Society:
Discrimination in the Workplace
To directly or indirectly, in the course of employment, differentiate adversely in relation to an employee, on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, disability, age, marital status, family status and record of offence for which a pardon has been granted. This does not include special programs designed to assist disadvantaged groups or contribute to the elimination of discrimination.
Workplace Harassment
Any vexations or inappropriate conduct, comment, or a series of behaviours or comments by the employer, another employee or agent of the employer (such as a freelance/contractor) based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, disability, age, marital status, family status or record of offences, that reasonably ought to be known to unwelcome or objectionable and that is likely to cause offence or humiliation.
Personal Harassment
Any vexatious (inappropriate) comment or conduct beyond the grounds in the Ontario or Canadian human rights legislation which is known to be or ought to be reasonably to be known to be unwelcome. This includes:
• bullying and intimidation;
• abuse of authority;
• behaviour by anyone which demeans, threatens and humiliates an individual.
This procedure does not apply to the proper exercise of management authority or accountability.
• bullying and intimidation;
• abuse of authority;
• behaviour by anyone which demeans, threatens and humiliates an individual.
This procedure does not apply to the proper exercise of management authority or accountability.
Poisoned Work Environment
A work environment which results from comments or conduct tending to ridicule or disparage a group of employees even if not directed at a specific employee.
An employee who has reason to believe that she or he has been subject to harassment or discrimination and is unsure of what to do may seek advice and assistance as outlined below in Reporting Harassment and Discrimination Complaints.
A formal complaints process is in place to investigate and address all such claims.
Sexual Harassment
Sexual harassment is defined as any sexually oriented comment or conduct, whether verbal or physical, that reasonably ought to be known to be unwelcome or objectionable and/or might reasonably be perceived by the employee as placing a sexual condition on employment, training or promotion.
Sexual harassment is forbidden in our workplace and will, if found to exist, result in the discipline (including up to termination) of the employee responsible.
An employee who has reason to believe that she or he has been subject to sexual harassment and is unsure of what to do may seek advice and assistance as outlined in Reporting Harassment and Discrimination Complaints.
A formal complaints process is in place to investigate and address all such claims.
SAFETY, SECURITY AND EMERGENCIES
Commitment to a Safe and Secure Workplace
Toronto Downtown Jazz Society is committed to providing a safe, secure and respectful workplace. Employees will not engage in violence in the workplace.
Violence is defined as the threatened (whether express or implied), attempted or actual use of physical force by one person to cause injury to another person or to cause damage to company assets or another individual’s assets.
This includes any threatening statement or behaviour which would give a person reasonable cause to believe that he or she is at risk of injury, whether or not an overt action has occurred.
Examples of violent behaviour include but are not limited to:
• actions that a reasonable person would view as potentially violent, such as spitting and kicking;
• any oral or written threats or abuse which could harm another individual or endanger the safety of employees in any way, including physically; aggressive behaviour (e.g. waving fists, pushing, stalking, bullying or a coercive exercise of power or authority);
• demeaning abusive comments that a reasonable person perceives as creating a hostile or offensive work environment;
• threats to destroy or damage company or another individual’s property (e.g. destruction of other people’s property or personal areas, vandalism, sabotage).
The carrying and use of weapons of any kind are not permitted on Toronto Downtown Jazz Society property.
Employees are required to familiarize themselves with, and adhere to, local guidelines and procedures relating to safety and security issues and prevention of violence in the workplace. In an effort to prevent escalation of violence, employees are expected to report incidents of violence to management immediately.
Violence is defined as the threatened (whether express or implied), attempted or actual use of physical force by one person to cause injury to another person or to cause damage to company assets or another individual’s assets.
This includes any threatening statement or behaviour which would give a person reasonable cause to believe that he or she is at risk of injury, whether or not an overt action has occurred.
Examples of violent behaviour include but are not limited to:
• actions that a reasonable person would view as potentially violent, such as spitting and kicking;
• any oral or written threats or abuse which could harm another individual or endanger the safety of employees in any way, including physically; aggressive behaviour (e.g. waving fists, pushing, stalking, bullying or a coercive exercise of power or authority);
• demeaning abusive comments that a reasonable person perceives as creating a hostile or offensive work environment;
• threats to destroy or damage company or another individual’s property (e.g. destruction of other people’s property or personal areas, vandalism, sabotage).
The carrying and use of weapons of any kind are not permitted on Toronto Downtown Jazz Society property.
Employees are required to familiarize themselves with, and adhere to, local guidelines and procedures relating to safety and security issues and prevention of violence in the workplace. In an effort to prevent escalation of violence, employees are expected to report incidents of violence to management immediately.