This is the exact embedded text of the captured official document.
Snapshot a37f55bed04e · verified 2026-06-05 ·
original document ·
archived snapshot ·
unofficial consolidation, the official version is held by the municipal clerk.
Respectful Workplace Policy
2018 Dec 11
Page 1 of 2
1. Purpose
The Town of Berwick (the Town) is committed to providing a workplace where
employees are treated with respect and dignity, free from harassment, discrimination
and violence.
All complaints made under this policy as well as the names of the parties involved will be
kept confidential, acknowledging that a formal investigation may require limited
disclosure. If there is a finding of improper conduct, it will be reflected only on the
personnel file of the person who engaged in the conduct.
2. Objective
The Town commits to:
Maintaining a workplace that is secure and free from harassment, discrimination and
violence.
Communicating with employees, guests, suppliers and contractors that offending
behavior will not be tolerated.
Establishing processes to deal with informal and formal complaints..
3. Definitions
Workplace means any place where business or work related activities are conducted.
This includes town sponsored events like meetings, social functions, travel, conferences
or training sessions.
Harassment is to be interpreted broadly and means engaging in comments or conduct
that is known, or ought to reasonably be known, to be unwelcomed. It may include
unwanted, offensive or objectionable conduct that creates a hostile or offensive work
environment that denies individual dignity and respect.
Discrimination The Town will adhere to the Canadian Human Rights Act for grounds for
discrimination which include: race, national or ethnic origin, colour, religion, age, sex,
sexual orientation, gender identity or expression, marital status, family status, disability,
genetic characteristics, a conviction for which a pardon has been granted or a record
suspended.
Respectful Workplace Policy
2018 Dec 11
Page 2 of 2
Procedure
Step 1: Direct Communication
Individuals are encouraged to resolve their concerns by speaking directly with the
person engaging in the unwelcome conduct. Where employees feel comfortable and
confident in doing so, they should clearly communicate their concern about the offensive
conduct. If a retraction or apology isn't immediately forthcoming they should be
prepared to walk away from the conversation.
Step 2: Management Support and Intervention
Employees who are not comfortable in dealing with the issue directly are encouraged to
report it to their supervisor. Supervisors and Directors shall intervene and make every
reasonable effort to resolve the situation.
Step 3: Formal Complaint
It is not always possible, nor appropriate, to resolve issues informally. To file a formal
complaint:
o Summarize the offensive incident in writing (when, who is involved, offending
behaviour, dated and signed by complainant)
o File the complaint with the Director or CAO.
o Cooperate with investigator(s)
If appropriate, unionized employees are to follow the grievance process outlined in
their collective agreement to file a complaint.
Formal Complaint Resolution
Once a formal complaint under this policy is determined to be founded, it may be resolved in the
following ways:
1. a formal apology;
2. a verbal warning;
3. a written warning.
If the matter is not resolved, the Town may engage a mediator to find a resolution.
The Town of Berwick is committed to providing a healthy, respectful and safe work
environment for its employees.