No Harassment Policy

Our Commitment to a Respectful Workplace

At Bloor Pain Specialists (BPS), we value diversity and inclusion, recognizing that each team member brings unique perspectives.
Our company is committed to providing an environment free from discrimination, including based on race, ethnicity, or religious affiliations.

It is essential that personal beliefs or opinions about international conflicts do not influence how we treat each other or our patients.

Any form of open discrimination, including boycotting or supporting specific companies based on their perceived affiliations, is not aligned with our values.
We strive to maintain a workplace where everyone feels respected and included, regardless of their background.

We understand that global, political, or societal events can be sensitive; however, our focus remains on providing excellent service to all patients while upholding a diverse and inclusive workplace.

Policy Implementation & Responsibilities

Bloor Pain Specialists, as the employer, will ensure this policy is implemented and maintained. Every employee must comply with this policy and is encouraged to raise concerns or report any acts of discrimination, violence, or harassment.

• Report incidents immediately to the clinic manager
• Complete and submit a detailed incident report
• Participate in follow-up investigations if required
• Raise concerns without fear of retaliation

Management Commitment

Management is committed to investigating and addressing all incidents of workplace discrimination, violence, and harassment in a fair and timely manner, while respecting the privacy of all individuals involved.

Thank you for your cooperation and dedication to fostering a respectful and inclusive workplace that promotes the well-being of everyone.

Anti-Discrimination and Anti-Harassment Policy

Effective Date: November 22, 2023

Bloor Pain Specialists (BPS) is committed to providing a safe, inclusive, and respectful workplace for all employees.
This policy outlines our commitment to preventing and addressing discrimination and harassment and applies to all employees,
including full-time, part-time, temporary, and contract workers, as well as volunteers.

It covers all aspects of employment, including hiring, training, promotion, compensation, and termination.

Prohibited Conduct

Workplace Discrimination

Workplace discrimination is prohibited under the Ontario Human Rights Code. The Code protects individuals from discrimination and harassment based on certain grounds. In the context of employment, these grounds include:

1. Race or Colour: It is illegal to discriminate against an employee based on their race or colour.
2. Ancestry / Place of Origin: Discrimination based on a person’s ancestry or place of origin is prohibited.
3. Ethnic Origin: Employers cannot discriminate against employees because of their ethnic background.
4. Creed (Religion): Discrimination based on religion or creed is not allowed.
5. Sex / Gender Identity: Discrimination based on sex, gender identity, or pregnancy status is prohibited.
6. Sexual Orientation:  Employees are protected from discrimination based on their sexual orientation.
7. Age: Discrimination based on age, whether it’s against younger or older employees, is not allowed.
8. Marital Status: Discrimination based on marital status, whether a person is single, married, separated, divorced, or widowed, is prohibited.
9. Family Status: Employers cannot discriminate against employees based on their family status, including being a parent or caregiver.
10. Disability: Discrimination based on a person’s disability or perceived disability is prohibited.
11. Record of Offences: Discrimination based on a person’s record of offences that is unrelated to employment is not allowed.

Workplace violence

Workplace violence is defined by the Occupational Health and Safety Act (OHSA). The Act outlines workplace violence as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It also includes an attempt to exercise physical force that could cause injury or a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force.

Workplace harassment

Workplace harassment is defined under the Occupational Health and Safety Act (OHSA). According to the OHSA, workplace harassment refers to engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. This behaviour can include bullying, intimidating, or offensive actions that create a hostile or poisoned work environment.

Key points regarding workplace harassment in Ontario:

1. Vexatious Comment or Conduct: Harassment can manifest through comments, actions, or behaviours that cause distress to an employee.
2. Known or Reasonably Known: The harasser should be aware or reasonably should be aware that their conduct is unwelcome.
3. Course of Conduct: Workplace harassment involves a pattern of behaviour rather than isolated incidents.

Examples of harassment include:

• Epithets, remarks, jokes or innuendos related to a person’s race, gender identity, gender expression, sex, disability, sexual orientation, creed, age, or any other ground
• Posting or circulating offensive pictures, graffiti or materials, whether in print form or via e-mail or other electronic means
• Singling out a person for humiliating or degrading “teasing” or jokes because they are a member of a Code-protected group
• Comments ridiculing a person because of characteristics that are related to a ground of discrimination. For example, this could include comments about a person’s dress, speech or other practices that may be related to their sex, race, gender identity or creed.
• Comments targeting protected characteristics

Sexual and Gender-Based Harassment

Workplace harassment refers to a pattern of unwelcome comments or conduct that create a hostile or poisoned work environment.

• Gender-related comments about a person’s physical characteristics or mannerisms
• Paternalism based on gender which a person feels undermines his or her self respect or position of responsibility
• Unwelcome physical contact
• Suggestive or offensive remarks or innuendoes about members of a specific gender
• Propositions of physical intimacy
• Gender-related verbal abuse, threats or taunting
• Leering or inappropriate staring
• Bragging about sexual prowess or questions or discussions about sexual activities
• Offensive jokes or comments of a sexual nature about an employee or client
• Rough and vulgar humour or language related to gender
• Display of sexually offensive pictures, graffiti or other materials including through electronic means
• Demands for dates or sexual favours

Sexual Solicitation

this policy prohibits sexual solicitations or advances by any person who is in a position to grant or deny a benefit to the recipient of the solicitation or advance. This includes managers and supervisors, as well as co-workers where one person is in a position to grant or deny a benefit to the other. Reprisals for rejecting such advances or solicitations are also not allowed.

Examples of in-appropriate behavior that is not harassment but still needs to addressed

• Always being in a bad mood.
• Aggressive treatment of equipment.
• Whining about trivial things.

What does not generally constitute Harassment

• Carrying out managerial or supervisory duties where the direction was carried out in a respectful and professional manner.
• Allocating work.
• Following-up on work absences.
• Requiring performance to job standards.
• Taking corrective or disciplinary measures when justified.
• A single or isolated incident such as an inappropriate remark or abrupt manner.
• Exclusion of individuals for a particular job based on specific occupational requirements necessary to accomplish the safe and efficient performance of the job.
• A social relationship welcomed by both individuals.
• Friendly gestures among co-workers such as a pat on the back.
• The normal exercise of management rights.
• Supervisory mistakes.
• Work-related stress.
• Conditions of work.
• Difficult professional constraints such as a budget reduction exercise.
• Constructive criticism about the work mistake and not the person.
• Counselling an employee on his performance appraisal when done in a non discriminatory or harassing manner.

Poisoned Environment

a poisoned environment is created by comments or conduct (including comments or conduct that are condoned or allowed to continue when brought to the attention of management) that create a discriminatory work environment. The comments or conduct need not be directed at a specific person, and may be from any person, regardless of position or status. A single comment or action, if sufficiently serious, may create a poisoned environment.

Reporting Procedure

1. Employees who experience or witness discrimination or harassment should report it to their immediate supervisor or the designated contact person.
2. Reports will be treated confidentially to the extent possible, with information disclosed only to those who need to know to conduct an investigation.

Investigation Process

1. BPS will promptly investigate all reported incidents in a fair and impartial manner.
2. Corrective action, which may include disciplinary measures, will be taken if a violation is substantiated.
3. Retaliation against individuals who report discrimination or harassment or participate in an investigation is strictly prohibited and will result in disciplinary action.

Employee Responsibilities

This policy will be reviewed periodically to ensure its effectiveness and compliance with applicable laws. Every employee has a responsibility to create and maintain a respectful workplace. This includes to:

• Ensure words and actions are consistent with this policy.
• Raise concerns as soon as possible of prohibited behaviour.
• Accept responsibility for their workplace behaviours and their impact on others.
• Cooperate in investigations and handling of alleged prohibited behaviour upon request.
• Maintain confidentiality related to investigations of alleged prohibited behaviour.
• Participate in training associated with this policy.