Human Rights

TWUC recognizes the dignity and worth of every person and is committed to providing a workplace characterized by understanding, mutual respect and co-operation. All volunteers and employees have the right to work in an environment free of discrimination and harassment. TWUC responds immediately to ensure that any complaint of discrimination or harassment is resolved quickly and effectively with sensitivity, fairness, and confidentiality.

Policy Statement

Every person who is an employee (part-time, full-time, contract), volunteer, or member has a right to freedom from harassment or discrimination in the workplace.

Definitions

Workplace: means TWUC workplace, meetings, fundraising, social events and online communications (e.g. social media, email, etc.).

Grounds of discrimination or harassment: This Policy prohibits discrimination or harassment on the basis of the following grounds, and any combination of these grounds:

Age, Creed (religion), Sex (including pregnancy and breastfeeding), Sexual Orientation, Gender Identity, Gender Expression or appearance, Family status, Marital status (including the status of being married, single, widowed, divorced, separated, or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship), Disability (including mental, physical, developmental or learning disabilities), Race, Ancestry, Place of origin, Ethnic origin, Citizenship, Colour, Record of offences (criminal conviction for a provincial offence, or for an offence for which a pardon has been received), or Association or relationship with a person identified by one of the above grounds.

Harassment: can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning, or unwelcome, based on a ground of discrimination identified by this Policy. Harassment can occur on any of the grounds of discrimination.


Lodging a Complaint

Any person wishing to lodge a complaint regarding discrimination and/or harassment may do so without fear of reprisal by contacting the CEO. In the case of a complaint against the CEO, the complaint may be lodged with the Chair of the Union’s National Council.


Investigation

Any human rights complaint will be taken seriously and acted upon promptly. Any investigation is targeted for completion in a timely manner.


Protection from Reprisals

An employee/volunteer/member who makes a complaint, as well as anyone else who is involved such as a witness is not penalized for doing so.


Resolution Procedures for Human Rights Issues

  1. An employee/volunteer/member/consultant/independent contractor who believes that he or she has been subjected to discrimination and/or harassment is encouraged to make known, if possible, his or her disapproval or unease to the individual involved as soon as possible after the occurrence.
  2. An employee/volunteer/member/consultant/independent contractor may also communicate his or her concerns to the Chief Executive Officer or, if the complaint is related to the Chief Executive Officer, to the National Chair.
  3. The employee/volunteer/member/consultant/independent contractor lodging the complaint should keep written notes about the circumstances or event. These details (and any evidence) include the following:
    • what happened—a detailed description of the events or situation;
    • when it happened—dates and times of the events or incidents;
    • where it happened; and
    • who saw it—the names of observers or witnesses, if any.
    • As well, the employee/volunteer/member is asked to keep other documents or materials relevant to the complaint.
  4. The Chief Executive Officer/National Chair, is advised and in turn notifies the employee/volunteer against whom the complaint has been lodged.
  5. The Chief Executive Officer/National Chair, immediately initiates an investigation by assigning an investigator who is impartial, independent, and experienced in human rights issues.
  6. Throughout the process, the investigator keeps all parties informed of their rights and responsibilities, interviews witnesses and staff concerned, collects evidence, and prepares a confidential report for the person managing the complaint.
  7. The Chief Executive Officer/National Chair, makes a final decision based on the report of the investigator and may suggest disciplinary or rehabilitative action as appropriate.

An employee/volunteer/member/consultant/independent contractor has the option of following an alternative complaint procedure, if requested, under applicable human rights legislation.


Management Responsibility

TWUC’s staff and National Council members are responsible for providing an environment that is free of discrimination and harassment.


Consequences

Any person engaging in discrimination or harassment of personnel, either at work or elsewhere, is subject to disciplinary action, up to and including discharge from employment, termination of volunteer commitment or membership.