ASLC Workplace Harassment Policy

 Effective Date: July 1, 2026

1.              Purpose

The Association of Ston(e)y Lake Cottagers (ASLC) recognizes the dignity and worth of every employee, and to that end believes in providing and maintaining a work environment in which all employees are free from workplace harassment, sexual harassment and discrimination. Such actions are not tolerated and, where possible, will be addressed accordingly.

2.              Scope

This policy applies to all permanent, temporary, and contracted staff working with ASLC and covers all forms of harassment. This policy also applies to all forms of discrimination prohibited under human rights legislation.

3.              Definitions

“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.

“Discrimination” means the differential treatment of an individual on the basis of race, sex/pregnancy, colour, age, disability, marital status, sexual orientation, gender identity, gender expression or any other factor that is legislatively protected (Prohibited Grounds).

“Harassment” means engaging in a course of vexatious comments or conduct against a worker in a workplace, including virtually through the use of information and communications technology, that is known, or ought reasonably to be known, to be unwelcome. It may include unwelcome, unwanted, offensive or objectionable conduct that may have the effect of creating an intimidating, hostile or offensive work environment; interfering with an individual’s work performance; adversely affecting an individual’s employment relationship; and/or denying an individual’s dignity and respect. Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups.

Workplace harassment does not include reasonable actions taken by a manager or supervisor in managing and directing employees or the workplace.

Examples of Harassment and discriminatory conduct include, but are not limited to:

·       Humiliating an employee in front of co-workers;

·       Subjecting an individual to unwelcome remarks or jokes;

·       Consistent subjection of an individual to practical jokes or ridicule;

·       The making of any work-related decision (including matters of hiring, promoting, compensating, work assignments, evaluations, training, or job security) not on the basis of merit, but on the basis of any of the Prohibited Grounds;

·       Comments that are intended, or that ought reasonably to be known, to promote stereotyping on any of the Prohibited Grounds;

·       Jokes or comments that draw attention, for example, to a person’s disability, age, ethnic, racial, or religious background or affiliation or which draw attention to a person’s gender or sexual orientation with the effect of undermining such person’s role in a professional or business environment or that, by their nature, are known or ought reasonably to be known to be embarrassing or offensive;

·       Derogatory remarks, verbal abuse or threats directed towards members of one gender or regarding one’s sexual orientation or with respect to a person’s or group’s ethnic, racial, or religious background or affiliation;

·       Cyberbullying; and/or

·       Persistently criticizing, undermining, belittling, demeaning, or ridiculing a person.

“Sexual Harassment” means

·       engaging in a course of vexatious comment or conduct against a worker in a workplace, including virtually through the use of information and communications technology, because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; and/or

·       making a sexual solicitation or advance where the person making it is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

All employees have a right to be free from an unwelcome sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the employee and from a reprisal or a threat of reprisal for the rejection of such an unwanted sexual solicitation or advance.

Types of unwelcome conduct of a sexual nature that may constitute Sexual Harassment include, but are not limited to:

·       Propositions of physical intimacy;

·       Bragging about sexual prowess;

·       Leering or inappropriate staring;

·       Sexually degrading words or displays of suggestive pictures;

·       Inquiries or comments about a person’s sex life or sexual behaviour; and /or

·       Sexual jokes or stories causing embarrassment or offence that are told or carried out after the person telling the story or joke has been advised that they are embarrassing or offensive or that by their very nature are known, or ought reasonably to be known, to be embarrassing or offensive.

4.              Policy Statement

All employees in the Workplace as well as those who work remotely have a right to work in an environment free from harassment and discrimination. In order to accomplish the ASLC’s goal of promoting a harassment- and discrimination-free environment, ASLC hereby establishes the following guidelines:

·       ASLC will not tolerate harassing behaviour from employees, contractors, visitors, guests or any others; and

·       Every employee, contractor or visitor conducting affairs with the ASLC will be made aware of this policy, and ASLC shall make every attempt to communicate its commitment to a harassment-free Workplace.

Retaliation or reprisals are prohibited against any individual who complains under this policy or provides information regarding a complaint. Any retaliation or reprisals are subject to immediate corrective action, up to and including termination for willful misconduct. Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of discrimination and harassment.

ASLC recognizes that individuals may find it difficult to come forward with a complaint under this policy because of concerns of confidentiality. Therefore, all complaints concerning Workplace harassment, sexual harassment, or discrimination, as well as the names of parties involved, will be treated as confidential. ASLC’s obligation to conduct an investigation into the alleged complaint may require limited disclosure. No record of the complaint will be maintained on the personnel file of the complainant. At the conclusion of each complaint process, all related documentation will be maintained for safekeeping in a confidential manner by the ASLC Governance Committee, in the related “Respect in the Workplace” file. This policy applies not only during working time, but also to any activities on or off ASLC premises that could reasonably be associated with the Workplace (e.g. social events).

5.              Responsibilities

Each and every employee is responsible for creating and maintaining a harassment- and discrimination- free Workplace.

All employees are requested to report promptly when they become aware of alleged instances of discrimination or harassment. 

Supervisors are responsible for providing a work environment that is free from discrimination and harassment. This responsibility includes actively promoting a positive, harassment- and discrimination- free work environment and intervening when problems occur.

6.              Reporting

An incident or a complaint of workplace harassment should be reported as soon as possible after experiencing or witnessing an incident. This allows the incident to be investigated in a timely manner. workers can report incidents or complaints of workplace harassment in writing to their immediate supervisor or a more senior member of the ASLC team. If necessary, workers can also seek help from the Governance Committee.

7.              Handling Complaints

Once the complaint has been received, ASLC will implement interim measures as required and to the extent possible to protect all parties involved. These measures will be developed in consultation with impacted parties. Interim measures will not penalize any party. Examples of interim measures could include limiting contact between the complainant and respondent, temporary reassignment of work duties and additional supervision.

Step 1 - Self-help

Employees are encouraged to attempt to resolve their concerns by direct communication with the person(s) engaging in the unwelcome conduct. Where employees feel comfortable in doing so, they should communicate disapproval in clear terms to the person(s) whose conduct or comments are offensive. They should also keep a written record of the date, time, details of the conduct, and witnesses, if any. Complainants should never feel obligated to address their harasser.

Step 2 - Management Support and Intervention

Employees who are not comfortable with Step 1 and who believe they are victims of discrimination or harassment or become aware of situations where such conduct may be occurring, are encouraged to seek advice from, and report these matters to, their supervisor. 

Step 3 - 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 offensive incident (i.e. when it occurred, the persons involved, names of witnesses, if any). The letter shall also include the remedy sought and be signed and dated by the person complaining.

·       File the complaint with your supervisor or the Governance Committee; and

·       Cooperate with those responsible for investigating the complaint.

Formal complaints will be investigated. The investigation process shall involve interviews with the complainant, the respondent and any witnesses named by either. Generally, within fifteen (15) business days of the incident or notice thereof, the individual charged with the investigation shall investigate the incident and prepare a written report of the investigation findings. The report will be provided along with recommendations, if any, to the supervisor or the Governance Committee, whichever has been involved in the situation.

All complaints will be handled in a confidential manner to the furthest extent possible. Information concerning a complaint, or action taken as a result of the investigation, will not be released to anyone who is not involved with the investigation.

Disciplinary action for violations of this policy will take into consideration the nature and impact of the violations, and may include:

·       a written reprimand;

·       a suspension (paid or unpaid); or

·       termination of employment for willful misconduct as determined by ASLC.

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 willful misconduct. Note, however, that an unproven allegation does not mean that harassment did not occur or that there was a deliberate false allegation. It simply means that there is an insufficient evidentiary basis to proceed or that while the complainant may have genuinely had reason to believe that there was harassment, investigation has not borne out the complaint.

Complaints Against Third Parties

The ASLC recognizes that an employee may be subject to harassment by clients or by others who conduct business with the ASLC. An employee who believes that they have been subjected to harassment by a person who does not work for 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 effectiveness.