ASLC Workplace Violence Policy

 Effective Date: July 1, 2026

1.              Purpose

The Association of Ston(e)y Lake Cottagers (ASLC) is committed to maintaining a safe and secure Workplace for all individuals in the Workplace. Under no circumstances will the ASLC tolerate violence or threats of violence towards any individual in the Workplace.

2.              Scope

This policy applies to all permanent, temporary, and contracted staff working with ASLC.

Domestic violence: Employers who are aware, or ought reasonably to be aware, that domestic violence may occur in the workplace must take every precaution reasonable in the circumstances to protect a worker at risk of physical injury.

3.              Definitions

“Workplace violence” means:

a)     The exercise of physical force by a person against a worker, in a Workplace, that causes or could cause physical injury to the worker;

b)     An attempt to exercise physical force against a worker, in a Workplace, that could cause physical injury to the worker; and/or

c)     A statement or behavior that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a Workplace, that could cause physical injury to the worker.

Examples of workplace violence include, but are not limited to:

·       Pushing

·       Hitting

·       Shoving

·       The invasion of personal space, as well as shouting in order to intimidate, can also constitute violent behaviour

·       The suggestion that violence is appropriate

“Workplace” means: any place where business or work-related activities are conducted. It includes, but is not limited to, the physical work premises, work-related social functions, work assignments outside ASLC’s facilities, work-related travel, and training sessions.

4.              Policy Statement

All individuals in the Workplace, including those working remotely, have a right to work in an environment free from violence. In furtherance of ASLC’s goal of promoting a violence-free environment, ASLC hereby establishes the following guidelines:

a)     Each and every individual is responsible for creating and maintaining a violence-free Workplace;

b)     ASLC will not tolerate violent behaviour from employees, contractors, clients, suppliers, visitors, or any others that attend at the Workplace; and

c)     Every employee, contractor, client or visitor conducting affairs at ASLC’s Workplace will be made aware of this policy, and ASLC shall make every possible attempt to communicate its commitment to a violence-free Workplace.

5.              Reporting Procedure

Step 1 - Management Support and Intervention

Individuals who believe they are victims of violence or become aware of situations where such conduct may be occurring, are encouraged to seek advice from, and report these matters to, their supervisor or the Governance Committee.

 Step 2 - Formal Complaint

If informal attempts at resolving the issue are not appropriate, or proving to be ineffective, a formal Complaint may be filed. To file a formal Complaint:

·       Provide a letter of Complaint that contains a brief account of the violent incident (i.e., when it occurred, the persons involved, and names of witnesses, if any). The letter should also include the remedy sought and be signed and dated by the person complaining.

·       File the Complaint with a supervisor or the Governance Committee.

·       Cooperate fully with those responsible for investigating the Complaint.

Formal Complaints will be investigated. The investigation process shall involve, where possible,  interviews of the complainant, the respondent and any witnesses named by either. Generally, the investigation will commence within fifteen (15) business days of the incident or notice thereof. The individual charged with the investigation shall investigate the incident and may prepare a written report of the investigation findings. Resolution will be handled in an expedient manner, with the time required being determined based on the circumstances/situation.

All Complaints will be handled in a confidential manner to the furthest extent possible. Where ASLC believes there to be imminent danger to an employee, it may divulge such confidential information as is reasonably necessary.

6.              Consequences

Employees found to have perpetrated or threatened an act of violence will be subject to disciplinary action, up to and including termination of employment for cause.

Similarly, deliberate false accusations are of an equally serious nature and will also result in disciplinary action, up to and including termination of employment for cause.

Note, however, that an unproven allegation does not mean that violence or a threat of violence did not occur or that there was a deliberate false allegation. It may simply mean that there was an insufficient evidentiary basis to proceed or that, while the complainant may have genuinely had reason to believe that there was violence in the Workplace, the investigation has not borne out the Complaint.

7.              Complaints Against Third Parties

The ASLC recognizes that an employee may be subject to violence or a threat of violence by clients or by others who conduct business with the ASLC. An employee who believes that he or she has been subjected to violence or a threat of violence by a person who does not work for the ASLC may seek the advice of their supervisor, who will take whatever action is appropriate in the circumstances.

8.              Review

This policy will be reviewed regularly and updated to align with evolving industry standards, regulatory requirements, and best practices to ensure its continued relevance and effe