Policy for preventing and dealing with harassment, violence, incivility and discrimination in the workplace
Policy on the Prevention and Management of Harassment, Violence, Incivility, and Discrimination in the Workplace
OBJECTIVES
- Prevent and eliminate all forms of harassment, violence, incivility, or discrimination in the workplace
- Promote a climate of respect and accountability
- Provide necessary support to anyone who believes they are a victim
- Implement mechanisms for prevention and complaint handling
SCOPE
This policy applies to all individuals interacting with the Opéra de Montréal (employees, members of the board of directors, contractors, suppliers, collaborators, volunteers, clients, etc.) and covers all professional environments, including physical locations (offices, workshops, rehearsal rooms, performance venues, etc.) as well as written, telephone, and electronic communications.
DEFINITION
According to the Act Respecting Labour Standards, psychological harassment is defined as:
“Vexatious behaviour that manifests itself through repeated actions, words, or gestures—whether hostile or unwanted—that undermines the dignity or psychological or physical integrity of the employee and results in a harmful work environment. A single serious incident may also constitute psychological harassment if it has such an impact and produces a lasting harmful effect on the employee.”
POLICY STATEMENT
The Opéra de Montréal does not tolerate any form of harassment, violence, discrimination, or incivility. Any violation of this policy will result in appropriate disciplinary measures. False accusations made with the intent to harm will also be subject to sanction.
RESPONSIBILITIES
Everyone is responsible for fostering and maintaining a healthy work environment.
Any person who believes they are experiencing or witnessing harassment, violence, discrimination, or incivility should ask the individual responsible to stop the behaviour.
The Opéra de Montréal is responsible for:
- Ensuring the implementation of this policy
- Intervening promptly and ensuring a thorough and confidential follow-up on complaints or reports
- Conducting necessary investigations and implementing corrective measures
HANDLING COMPLAINTS AND REPORTS
Anyone who is a victim or witness of conduct contrary to this policy is encouraged to report it.
Informal Process: When possible, the individual concerned should first inform the offender of the unwanted behaviour and ask them to stop. They should also document the date, details of the incidents, and any steps taken to try to resolve the situation.
Designated Responsible Individuals:
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If this approach is not appropriate or if the behaviour continues, the situation should be reported to one of the designated responsible individuals.
These individuals are responsible for assessing each report, recommending appropriate actions, and supporting the persons concerned.
Formal Process: A complaint may be submitted verbally or in writing. The behaviour in question and the incident details must be described as precisely as possible to enable a prompt response. The Opéra de Montréal follows a structured process that ensures rigorous, impartial, and confidential handling of every complaint.
External Recourse: A complaint may also be filed at any time directly with the Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST), within a maximum of two years from the last occurrence of the alleged behaviour.
PROTECTION AND CONFIDENTIALITY
The Opéra de Montréal does not tolerate any form of retaliation or harm in relation to the handling or resolution of a reported situation.
Confidentiality must be maintained throughout the process. Anyone interviewed must sign a confidentiality agreement and commit to respecting its terms. All documents will be stored in a secure location for a minimum of two years.
To view the full version of the policy or to ask a question, please contact: emalo@operademontreal.com