Gvpl Collective Agreement
For the purposes of this policy, misconduct refers collectively to illegal or inappropriate conduct. Examples of misconduct include: The CEO reviews each investigation report in which the misconduct was identified and assigns responsibility for ensuring that action is taken to address the underlying causes, and then takes appropriate action to mitigate the risk of further events. Employees are responsible for behaving in accordance with the provisions of the Code in the performance of their professional duties and responsibilities and in interacting with other employees and members of the public. Appropriate day-to-day management functions and activities, such as assignment to work and progressive discipline, should not be considered harassment within the meaning of the collective agreement or this policy. Any form of reprisal, discrimination or reprisal against an employee because that person reported misconduct in good faith or because that person acted as a witness or participated in good faith in an investigation will be considered a serious violation of this policy. Such reprisals are themselves considered misconduct and may result in disciplinary action up to and including dismissal. When employees report their own misconduct under this policy, they are not exempt from the discipline appropriate to the misconduct. however, those reports shall be duly taken into account as a mitigating factor and such cases shall be dealt with on an individual basis in accordance with this Directive. The library is committed to supporting a positive and respectful workplace for all employees. This policy is based on the recognition expressed by the employer and the union in the collective agreement that workers have the right to work in an environment free from personal and sexual harassment, as well as on the definitions and conditions contained in the relevant articles of the collective agreement. The purpose of this policy is to prevent, correct and remedy situations related to bullying, personal harassment and discriminatory harassment. It is designed to promote the well-being of every employee and promote the values of integrity and trust that are essential for a healthy organization.
This Directive is not intended to conflict with or repeal the collective agreement. The employer recognizes that library staff in the workplace may be harassed by outsiders. In these circumstances, the employer acknowledges its responsibility to support and support employees who are exposed to such harassment. This policy applies to all library staff. The terms and conditions of the policy apply to all situations where activities are related to employment at the library and may affect employment in and out of the workplace. This includes, but is not limited to: Reports created under this policy may be redirected if other more appropriate practices are applicable, such as: This policy is not intended to restrict social interaction between employees. The purpose of this Directive is to respect the rights of all persons who may be involved in a complaint and to ensure the protection of the interests of all parties to the complaint procedure. The Library is responsible for communicating the Code to all employees. Employees are responsible for reporting suspected misconduct in accordance with this policy. Reports of misconduct are a serious issue. Employees who report alleged misconduct must act in good faith and have reasonable grounds to believe that the report is true.
Polite behaviour – Polite and considerate behaviour towards others; Confidentiality extends to all records relating to reports, including but not limited to meetings, interviews and investigation results. Personal data, including the identity of the person reporting the alleged misconduct, will be protected in accordance with the Freedom of Information and Protection of Personal Information Act. Persons preparing a report, investigators, witnesses and persons against whom a complaint has been filed are required to maintain confidentiality. Breaches of confidentiality may be considered misconduct and will be dealt with accordingly. The Library is committed to the principles of integrity, accountability and openness. This policy provides guidelines for reporting and investigating alleged misconduct where there are no other procedures to do so. The directive also provides protection against retaliation for those who report alleged acts of misconduct in good faith. Support – Individuals are supported in learning and practicing respectful skills in the workplace. Constructive management of differences – differences are understood as a fact of life, each employee has a responsibility to recognize that the views and opinions of others and the decisions made by managers and superiors do not always coincide with their own; Such differences are unlikely to constitute harassment or bullying. The harassment process should not be used to unload feelings or minor dissatisfaction or a feeling of dissatisfaction with life in the workplace. In the event that any part of this policy does not comply with the collective agreement or federal or provincial legislation, that part and only that part of the policy will not be applied to the extent of such inconsistency. All other parts of the Directive will remain in full force.
The officer records the results of each investigation in a confidential report. If an investigation reveals that there has been misconduct, the officer will promptly report the details and any action taken to the CEO. Employees are not permitted to commit acts of violence or threatening acts or statements against other employees or members of the public. The Employee Code of Conduct (the Code) sets standards of conduct for which all employees (management and union) are responsible. All employees must be aware of and comply with this Employee Code of Conduct and related policies and processes. Nothing in this Directive is intended to contradict or override the terms of the collective agreement or contracts of employment, or to create an obligation of independent reporting where there is another process. Knowingly making false statements or making claims maliciously is considered misconduct. Reports that are frivolous, false, malicious or in bad faith will be handled in accordance with this policy. Employees who file such a complaint may be subject to disciplinary action up to and including dismissal.
Directors, coordinators and supervisors are responsible for promoting a work environment free from unacceptable behaviour and for addressing allegations of harassment as soon as possible in accordance with related procedures. Inclusion for the purposes of this Directive means the reception at the workplace of people from different backgrounds. Behaviours include, but are not limited to: working to understand cultural differences; constructive cooperation with employees who have been accommodated as a result of the employer`s duty to accommodate; and appreciation of the different styles and contributions of others. Employees are not allowed to bring weapons of any kind or instruments intended to resemble a weapon in the workplace. The definition of a weapon includes fireworks, explosives, dangerous chemicals, firearms, knives or other weapons classified as a weapon, or any other object used to cause a reasonable determination of damage. In the event that an employee believes that another employee has not acted in accordance with these standards, he or she should first try to discuss the matter with that employee in an open and respectful manner. .