THRC Career ExpressWay Forms

Employer/Employee Health and Safety Committee: An employer/employee health and safety committee include employees from different levels of the company and addresses issues specifically related to matters of health and safety.

Helpful definitions: Harassment Policy : An employee harassment policy consists of a written policy stating that harassment will not be tolerated in the workplace. It is broader than a sexual harassment policy and may be included in a workplace violence policy. It may also include provisions regarding bullying, discrimination, etc. Sexual Harassment Policy: A sexual harassment policy is a statement setting out the organization’s commitment to maintaining a fair and equitable environment free of sexual and gender-based harassment, and stating that the organization will not tolerate sexual and gender-based harassment. It may be part of a broader employee harassment policy, but usually contains a specific complaints resolution procedure. Employee discipline policy: Discipline policies ensure there is a formal process that can be followed should an incident occur. Discipline policies can include information regarding the organization’s code of conduct, the number of verbal or written warnings that will be given before the situation escalates, the types of behaviour or problems that could result in immediate termination (after a proper investigation), etc. Accessibility policy: An accessibility policy is a written statement that outlines an organization’s standard and practice in providing services, facilities, accommodation, employment, premises, etc. to people with disabilities. It is often included with an Accommodation Policy, which clearly defines the steps an employer will take to make adjustments to a facility, program, or service to make them accessible to a person with a disability or to be more inclusive of religious or cultural practices. Some examples of accessibility and accommodation include flexible work arrangements, accommodation to employees, use of Physical Demands Assessments, formal Return-to-Work plans, etc. Conflict Resolution Policy: A conflict resolution policy usually consists of a written statement aimed at addressing the steps and process when a conflict arises between employees or employee/employer. Such conflict can include intimidation, bullying or other work-related issues. In unionized workplaces, it often takes the form of a grievance procedure or a mediation process. Drug and Alcohol Policy: A drug and alcohol policy consists of a written statement that clearly defines the employer’s approach concerning alcohol and illicit drug use in the workplace. It may contain details on disclosure, possession, testing, tolerance limits and disciplinary action. It may also include clauses on addiction, return to work plans and accommodation. Prescription Drug Policy: A prescription drug policy is a written statement setting out the organization’s approach concerning employees’ use of prescription drugs, where these drugs may have an impact on an employee’s functional performance in their job, or present a potential safety risk to the employee or those around them. This statement may be part of a broader drug and alcohol policy, but usually contains specific requirements for disclosure and accommodation. Examples of prescription drugs in this category may include narcotics, medical marijuana, other mood-altering medications (i.e. antidepressants) or other pain management medications. Social Media Policy: A social media policy is a written statement outlining the organization’s social media use. It covers the organization’s brand’s official channels, as well as how employees use social media, both personally and professionally. Typically it contains guidelines around how to represent your own personal views using personal social media accounts and standards to avoid misrepresentation of your views to be seen as those representing the organization as well as the roles and responsibilities concerning media and public relations responsibilities for the organization.   Workplace Violence Prevention Policy: A workplace violence prevention policy is a written statement that clearly defines the employer’s expectations and definitions on what constitutes workplace violence and the process to respond to any workplace violence allegations. This policy often outlines roles and responsibilities in regard to training, reporting on, and investigating any workplace violence incidents. Code of Conduct Policy: A written statement outlining the types of values, behaviours, and expectations of employees for conduct and what is and is not acceptable behaviour. This often includes standards around reporting any potential conflicts of interests, non-solicitation of clients or employees if the employee exits the organization, and how to report any wrongdoings. Formal Leave Policy: Leave policies generally cover - at a minimum- sick leave, vacation leave, bereavement leave, parental leave and personal leave. However, these policies can also include education leave, leave of absence without pay, compassionate care leave, etc.

Accessible workplaces are set up to provide services, facilities, accommodation, employment, premises, etc. to people with disabilities. Accessibility includes having a process for considering accommodation requests to clearly determine the steps an employer will take to make adjustments to a facility, program, or service to make them accessible to a person with a disability or to be more inclusive of religious or cultural practices. Some examples of accessibility and accommodation include an accessibility plan that outlines planned actions to remove any accessibility barriers, flexible work arrangements, accommodation to employees, use of Physical Demands Assessments, formal Return-to-Work plans, etc.

Helpful definitions: Cultural sensitivity is important because it allows us to effectively function in other cultures, allows us to respect and value other cultures, and can reduce cultural barriers between professionals. People who display cultural sensitivity interact with others from different cultures by seeking to understand and embrace the norms and values of other cultures. Some ways to display cultural sensitivity include: 1. Be aware of why you want to learn more about other cultures. 2. Educate yourself on intercultural communication. 3. Become aware of your own culture and biases. 4. Let go of any ethnocentric beliefs. 5. Ask questions during intercultural exchanges. Diversity & Inclusion in the Workplace: A respectful workplace is one that values diversity and inclusion, dignity of person, courteous conduct, mutual respect, fairness and equality, positive communication between people and collaborative working relationships. Diversity refers to all the ways in which we differ, and includes the unique personal characteristics that distinguish us as individuals and groups. These include, but are not limited to: age, sex, gender, race, ethnicity, physical and intellectual ability, class, creed, religion, sexual orientation, educational background and expertise. Inclusion is about creating an environment that accepts, utilizes, accommodates and appreciates the talents, skills, abilities, perspectives and leadership styles of all employees and clients, including all aspects of their diversity, so that all have a place at the organizational table. Psychologically healthy and safe workplace- a workplace that promotes employees’ psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless, or intentional ways. Some risk factors that can negatively impact psychological safety in the workplace: (e.g. High demand and/or low control, unfair treatment, excessive workload, unfulfilling work, low employee engagement and/or influence, little/no professional development opportunities, poor physical work environment, physical violence at work, abuse of authority, discrimination, sexual harassment, other harassment, lack of work accommodation/flexibility, non-work related illnesses and/or conditions.

A written statement outlining the definitions of diversity and inclusion, and the roles and responsibilities that all stakeholders have to foster a work environment that results in diversity and inclusion. Often this policy will outline the frequency of training, reporting, and expectations for employees on how to create this type of workplace and why it matters. Proof: Copy of your Diversity & Inclusion Policy.

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Cultural sensitivity is important because it allows us to effectively function in other cultures, allows us to respect and value other cultures, and can reduce cultural barriers between professionals. People who display cultural sensitivity interact with others from different cultures by seeking to understand and embrace the norms and values of other cultures. Some ways to display cultural sensitivity include: 1. Be aware of why you want to learn more about other cultures. 2. Educate yourself on intercultural communication. 3. Become aware of your own culture and biases. 4. Let go of any ethnocentric beliefs. 5. Ask questions during intercultural exchanges. Diversity & Inclusion in the Workplace: A respectful workplace is one that values diversity and inclusion, dignity of person, courteous conduct, mutual respect, fairness and equality, positive communication between people and collaborative working relationships. Diversity refers to all the ways in which we differ, and includes the unique personal characteristics that distinguish us as individuals and groups. These include, but are not limited to: age, sex, gender, race, ethnicity, physical and intellectual ability, class, creed, religion, sexual orientation, educational background and expertise. Inclusion is about creating an environment that accepts, utilizes, accommodates and appreciates the talents, skills, abilities, perspectives and leadership styles of all employees and clients, including all aspects of their diversity, so that all have a place at the organizational table. Psychologically healthy and safe workplace- a workplace that promotes employees’ psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless, or intentional ways. Some risk factors that can negatively impact psychological safety in the workplace: (e.g. High demand and/or low control, unfair treatment, excessive workload, unfulfilling work, low employee engagement and/or influence, little/no professional development opportunities, poor physical work environment, physical violence at work, abuse of authority, discrimination, sexual harassment, other harassment, lack of work accommodation/flexibility, non-work related illnesses and/or conditions.