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The Province recognizes its responsibility to build and maintain a diverse respectful workplace, where all employees enjoy an environment in which the dignity and self-respect of every person is valued and which is free of offensive remarks, material or behaviour.
We recognize that workplace conflicts and disrespectful behaviour can jeopardize an individual’s dignity, self-esteem and well being and possibly undermine work relationships, friendships and productivity.
A truly respectful workplace requires the cooperation and support from each and every employee in the organization. Everyone has a responsibility to set a positive example and behave in a manner, which will not offend, embarrass or humiliate others, whether deliberate or unintentional.
The principle of fair and respectful treatment is a fundamental one that the Province commits to uphold for its employees and members of the public. This same commitment must come from our employees, who are personally responsible at all times for their behaviour and conduct. Together we can ensure that every individual is treated respectfully and courteously.
Policy
Every employee can expect to be treated respectfully in the workplace. Every employee has the responsibility to refrain from participating in behaviour that is, or could be perceived to be disrespectful in nature.
1. What is a respectful workplace?
A respectful workplace is one that values:
2. What is disrespectful behaviour?
Disrespectful behaviour includes, but is not limited to the following:
3. To whom does this policy apply?
This policy applies to all employees including managment of the Government of Manitoba and including casual, term, regular, departmental, student and contract employees. It applies to the workplace itself as well as to activities connected with the workplace such as travel, conferences, work related social gatherings, a client’s home or a client’s work site. It applies to relationships and interactions between employees and clients/general public.
4. How can managers ensure a respectful workplace?
5. What are employees’ responsibilities?
6. What is a manager’s and supervisor’s responsibility if an issue arises?
Managers and supervisors are responsible to immediately act upon any situation involving disrespectful behaviour.
Managers and supervisors will:
7. What are the roles of Human Resources, Employee Assistance Program, the Respectful Workplace Advisor, and the Union?
Human Resources have the following responsibilities:
The Employee Assistance Program has the following responsibilities:
The Respectful Workplace Advisor has the following responsibilities:
The Unions and Associations have the following responsibilities when representing employees of the bargaining unit:
8. What if you are accused of disrespectful behaviour?
9. What can employees do if they are treated in a disrespectful manner?
Every situation is unique, but whenever possible, informal resolution of an issue as soon as possible is preferable. Employees are encouraged to follow the process as outlined to try to resolve a problem under the Respectful Workplace Policy. (Note that EAP or your Union may also be helpful in facilitating resolution of the problem at any stage of this process)
Informal Process – Level 1 to 4
Level 1
Be proactive. Try to resolve the problem on your own. Do not wait until
a recurrence or assume the problem will go away. Approach the employee
who made you feel uncomfortable, explain how it affected you and
ask them to stop. Do this calmly, respectfully, and in confidence.
Often, an employee may not be aware that her or his behaviour is
offensive, and most will change the behaviour once they are aware
of the problem. If another employee approaches you regarding an issue
of respect, careful listening, respectful discussion and honesty
will often lead to a resolution.
Level 2
If you have attempted to resolve the problem without success or if
you are not comfortable addressing the problem on your own, discuss
the problem and possible solutions with your immediate supervisor.
Confidentiality considerations should be discussed and agreed upon.
Level 3
If for any reason you are unable to discuss the problem with your immediate
supervisor, other avenues are available to help you resolve the problem.
You may contact another appropriate level of management up to and
including Senior Management. The importance of confidentiality will
be addressed.
Level 4
If you have attempted to resolve the problem, as outlined in Level
3, and it has failed to correct the situation, then assistance through
Human Resources, the Employee Assistance Program or your Union may
be necessary. For excluded (non union) employees the Director, Human
Resources Programs, Civil Service Commission (CSC) may be contacted.
Confidentiality will be reinforced with all individuals involved.
Whether a formal or informal process is used, employees are encouraged to take notes which reflect, as much as possible, the dates, times, nature of the behaviour, any witnesses, and what was done. These notes will be useful for anyone assisting in resolving the problem. In addition, you may be asked to file a formal written report or complaint with a person in authority.
10. What is involved in a formal process and investigation of a complaint regarding disrespectful behaviour?
The respectful workplace policy is not intended to discourage or prevent the complainant from exercising any other legal right pursuant to any law, including filing a complaint with the Human Rights Commission. Not every complaint of disrespectful behaviour warrants a formal investigation. In fact, it is hoped that most complaints can be resolved between the parties involved, with subsequent monitoring by management to ensure that there is no recurrence. However in situations where allegations are denied or discipline is likely, an investigation may be required. The Employing Authority/Senior Management would direct the investigative team which would normally be led by Human Resources or the Labour Relations Division of Treasury Board Secretariat.
An investigation generally includes the following:
11. How should a manager communicate with the individual raising the concern and the person alleged to have committed the disrespectful behaviour?
The manager will communicate with the individual raising the concern by:
The Manager communicates with the person alleged to have committed the disrespectful behaviour by:
12. Are complaints kept confidential?
Managers, Human Resources and investigators keep the details of a complaint confidential to the best of their ability. However, confidentiality does not mean anonymity because witnesses may be involved.
If the matter involves discipline, employees covered by a collective agreement have a right to grieve through their union/association and excluded employees can file an appeal to the Civil Service Commission Board. This grievance process may lead to a formal hearing which could involve testimony from the complainant, witnesses, the accused individual and management.
These limitations on confidentiality should not discourage employees from making a complaint. Many complaints are resolved without a formal investigation. Issues should be raised at an early stage to facilitate a mutual resolution.
13. What if an employee makes a false allegation?
If the investigation proves that the complaint was deliberately made for frivolous or vindictive reasons, the employee making the false allegation is subject to discipline. This does not apply to complaints made in good faith but which are not proven.
Sexual harassment | Refer to Manitoba Government Employee’s Master Agreement and Civil Service Commission policy on Sexual Harassment |
Model Respectful Behaviour | Refer to Manitoba Competency Catalogue: Respects Others/Builds Trust Competency |
Recognize and Value Diversity in the Workplace | Refer to Manitoba Corporate Competency Catalogue: Values Diversity Competency |
Effective date November 17, 2008
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