Respectful Workplace Policy: Preventing and Addressing Harassment and Violence

RESPECTFUL WORKPLACE POLICY
A policy to prevent and address harassment
and violence in the workplace
Final
December 2016

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TABLE OF CONTENTS
1 LPC Commitments ............................................................................................................................................ 3
2 Effective Date .................................................................................................................................................... 3
3 To Whom Does this Policy Apply?............................................................................................................... 3
4 Where and When Does this Policy Apply? ............................................................................................... 4
5 Definition of Terms .......................................................................................................................................... 5
5.1 Abuse of Authority................................................................................................................................ 5
5.2 Harassment ............................................................................................................................................. 6
5.3 Personal Harassment ........................................................................................................................... 6
5.4 Sexual Harassment ............................................................................................................................... 6
5.5 How Harassment is Determined ...................................................................................................... 7
5.6 Workplace Violence ............................................................................................................................. 7
6 Recommended Record Keeping ................................................................................................................... 8
7 Roles and Responsibilities ............................................................................................................................. 8
8 What to do if Harassment Occurs in the Workplace ............................................................................ 9
9 Procedures .......................................................................................................................................................... 9
9.1 Informal Resolution Options .......................................................................................................... 10
9.2 Formal Complaint ............................................................................................................................... 11
10 Confidentiality ................................................................................................................................................ 14
11 Reprisal.............................................................................................................................................................. 15
12 Frivolous or Bad Faith Complaints ........................................................................................................... 15
13 Conduct that Does Not Constitute Harassment ................................................................................. 15
13.1 Reservation of Management Rights ............................................................................................. 16
APPENDIX A ............................................................................................................................................................ 16
Examples of Workplace Violence................................................................................................................ 16
Examples of Workplace Harassment ......................................................................................................... 16
Examples of Workplace Conduct that Is Not Harassment ................................................................. 17

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1 LPC COMMITMENTS
The Liberal Party of Canada (LPC) is committed to promoting equity and diversity and to
supporting the dignity of all persons in the workplace. It strives to provide and maintain a work
environment characterized by collegiality and mutual respect. Harassment and/or violence in the
workplace will not be tolerated.
The LPC will take all reasonable precautions to prevent harassing or violent incidents in the
workplace. Any concerns or complaints about such incidents will be taken seriously and handled in
a confidential, impartial and fair manner, in accordance with the procedures set out in this Policy.
This Policy is adopted to advance the LPC’s commitments, set out above, and in compliance with
the LPC’s obligations under employment laws, including human rights and occupational health and
safety statutes. This Policy shall, therefore, be interpreted and applied in accordance with
applicable legislation and jurisprudence.1
2 EFFECTIVE DATE
This policy takes effect December 4, 2016.
3 TO WHOM DOES THIS POLICY APPLY?
This Policy applies to all individuals (whether employees or volunteers) who occupy the following
positions:
• Management and staff in the LPC’s National Office;
• Management and staff in the LPC’s Provincial and Territorial Offices;
• Members and Officers of the LPC National Board of Directors;
• Approved LPC Nomination Contestants;
• LPC Candidates (except those who are currently sitting Members of Parliament); 2
• LPC National Campaign Director;
• LPC Provincial and Territorial Campaign Co-Chairs;
• LPC Campaign managers and staff; and
1 This will be the legislation of the province/territory where an individual works or volunteers, or where a candidate, not currently
sitting as a Member of Parliament (MP), runs for office.
2 Sitting LPC MPs are covered by the National Liberal Caucus’ Policy for a Harassment-Free Workplace. However, when a writ of election
is issued, Parliament is dissolved and MPs cease to be sitting Members of the House of Commons unless and until such time as they are
re-elected. During the election period, LPC Candidates who were formerly sitting MPs are covered by this Policy.

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• All other LPC volunteers (regardless of where they are volunteering), including but not
limited to Presidents of LPC Electoral District Associations.
LPC staff are covered by this Policy regardless of whether they are permanent, probationary or
temporary/contract employees.
Any individual occupying one of the positions listed above may use the procedures set out in this
Policy if they believe that they have been the victim of workplace harassment or violence by any
other person occupying one of the positions listed above.
While this Policy only applies to persons who occupy the positions listed above, the LPC’s
commitment to providing a safe and respectful workplace includes a commitment to take
reasonable action in response to all incidents of workplace harassment or violence, regardless of
the identity of the perpetrator. Individuals covered by this Policy may feel that they have been
harassed or subjected to violence in the workplace by persons who are not covered by this Policy
including contractors, employees of House Officers, sitting Members of Parliament, or staff
employed by other political parties. These individuals are encouraged to report such incidents as
follows:
• employees in the National Office should report their concerns to the Human Resources
Manager or to the Senior Director of Operations; and
• all volunteers and any employees outside of the National Office should report their
concerns to the Director of the appropriate Provincial or Territorial Office.
The LPC will take whatever action is practical in the circumstances to ensure that such concerns
are appropriately addressed.
Individuals covered by this Policy may be the subject of a workplace harassment or violence
complaint from a person who is not covered by this Policy, such as an employee of a Member of
Parliament, of a different political Party, or of the Liberal Research Bureau. Such complaints may,
at the discretion of the LPC National Director, be handled in accordance with the procedures set
out in this Policy, with any necessary amendments or modifications.
4 WHERE AND WHEN DOES THIS POLICY APPLY?
This Policy applies to incidents that occur at LPC workplace locations, regardless of whether or
not the incidents occur during regular working hours.
LPC workplace locations include:
• LPC National Office;
• LPC Provincial and Territorial Offices;
• LPC campaign offices;