District #62 (Sooke)
Revised: Apr. 11/95; Sept 13/05; Mar. 28/06; May
Feb. 16/16; Apr. 18/16
The Board recognizes the right of all employees
to work in an environment free of harassment.
The Board accepts its responsibility to promote, monitor and maintain a
workplace environment free of personal harassment.
The Board expects the relations between employees and all
those they come in contact with to be free from behaviour that can be
identified as being personally harassing in nature. The employer considers
harassment in any form to be unacceptable and will not tolerate its occurrence.
Proven harassers shall be subject to discipline and/or corrective actions. Such
actions may include counselling, courses that develop an awareness of
harassment, verbal warning, written warning, transfer, suspension or dismissal.
No employee shall be
subject to reprisal, threat of reprisal or discipline as the result of filing a
complaint of harassment which the complainant reasonably believes to be
valid. Complaints that are proven to be
frivolous or vexatious shall be considered as to whether they constitute
In cases where a complainant is covered by a
collective agreement which includes a provision for addressing personal
harassment, that language shall supersede this.
Harassment shall be defined as any remarks, behaviour or communication which
are known, or ought reasonably to be known, to be unwelcome, cause offence or
humiliation to any person and where:
A link between the workplace/school must be established.
Single acts of sufficient severity may
The Sooke School Board prefers not to use the
term “bullying”, because there is not currently a definition for this term in
law. However, the Occupational Health
and Safety (OHS) regulation issued by WorkSafeBC in 2013 define bullying and
harassment as a single term. Therefore,
for the purposes of this policy, Personal Harassment and Bullying, shall also
be defined as follows:
Harassment and Bullying includes:
Harassment and Bullying excludes:
complaints are very serious matters. In
the event that the Board determines that a complaint was filed for malicious or
vexatious reasons, the Board will take disciplinary action.
The above definitions are not intended to
inhibit interactions or relationships based on mutual consent or normal social
contact between employees nor to prevent the routine exercise of the Board’s
managerial and/or supervisory rights and responsibilities.
All complaints must be made within six months
of the last alleged incident. This
policy does not prevent an individual from pursuing action through alternate
resolution procedures including legal action; however there is no entitlement
to duplication of process. This means