K.I.D.S. Inc. is committed to maintaining a respectful workplace, free from harassment and discrimination, where employees can feel safe and where they are treated fairly, creating the freedom to focus on getting work done. We believe that diversity, acceptance of differences, and respect for others creates a working environment where people can have opportunities to make the best use of their skills, abilities and talents. K.I.D.S. Inc. will not tolerate or condone any form of harassment or discrimination. It is the responsibility of every employee to conduct him/herself in a manner consistent with this policy.

Harassment is defined as any unwelcome and offensive comments, behaviours or actions which may be deemed, by a reasonable person, to be offensive, abusive, humiliating, demeaning, or cause loss of dignity. The unwelcome comment or conduct does not have to be directed towards a specific person to be considered offensive. This includes, but is not limited to:

• Swearing, yelling, verbal abuse
• Threatening
• Damaging gossip, lying or rumours
• Aggressive or patronizing behaviour
• The use of foul or profane language
• Name calling and belittling
• Inappropriate gestures

Sexual Harassment includes, but is not limited to:

• Verbal abuse including sexually suggestive remarks, jokes, innuendoes, or taunting about a person’s body, attire, age, marital status etc.,
• Displaying of pornographic, sexually explicit, offensive or derogatory pictures,
• Practical jokes which cause embarrassment or awkwardness,
• Leering or other gestures,
• Requests for sexual favours, and,
• Unwelcome and unnecessary physical contact such as touching, pinching, patting, hugging, or sexual coercion, where an employee who refuses to submit to a social or sexual demand is penalized by loss of a job, raise, or employee benefit

Discrimination includes treating people unfairly based on their:

• Ancestry
• Ethnic or national origin
• Political belief, association or activity
• Marital or parental status
• Gender/ Sex (including pregnancy)
• Source of income
• Sexual orientation
  • Race
  • Citizenship
  • Religion or creed
  • Family status
  • Age
  • Place of residence
  • Physical or mental disability
  • Language

Employee’s Responsibilities:

All employees have the responsibility to treat each other with respect and to speak up if they or someone else is being harassed, or being treated with disrespect. All employees have a responsibility to report harassment to the appropriate person. All employees are responsible for respecting the confidentiality of anyone involved in a harassment complaint.

Employer’s Responsibilities:

Each manager/supervisor is responsible for fostering a safe, respectful work environment, free of harassment. Managers must set an example for appropriate workplace behaviour, and must address situations of harassment immediately on becoming aware of them, whether or not there has been a complaint.

Company’s Responsibilities:

As an employer, K.I.D.S. Inc. has a responsibility to be aware of what is happening in the workplace. K.I.D.S. Inc. will discipline anyone who has been found to have harassed a person or group of people or who retaliates in any way against anyone who has lodged a complaint or who has given evidence during an investigation.  K.I.D.S. Inc. will discipline managers who do not act properly to end harassment and disrespectful behaviours.

Employees have the right and are encouraged to take direct, assertive action should they experience harassment or discrimination. In many situations, simply informing the person that his or her comment or conduct is unwelcome will resolve the issue.

Informal Process:

Tell the alleged offender that you find the behaviour offensive and unwelcome, and that they should immediately stop such behaviour. Telling the person to “stop” may be difficult to do, but frequently it is the most effective means of eliminating the problem.

Formal Process:

Where the above cannot be done, or is unsuccessful, record the dates, times, locations, witnesses and nature of the incidents, particularly any incidents subsequent to the alleged offender being told the behaviour is offensive. Seek assistance and support from your supervisor or manager. Management will investigate any complaint of harassment or discrimination quickly and as confidentially as possible, and will let both parties to any complaint know the outcome of any investigation. If, based on the balance of probabilities, the evidence supports the complaint, management will do whatever is necessary to stop the harassment/discrimination, and take disciplinary action up to and including dismissal of the individual responsible for the harassment/discrimination, as appropriate. If the evidence does not support the complaint, no repercussions will occur for the person filing the complaint, if the complaint was filed in good faith. All incidents and complaints will be taken seriously, but employees should remember that frivolous or unfair complaints are disruptive and unacceptable. Any employee who is found to have filed a complaint that is considered frivolous, or that was filed with malicious intent, will be subject to disciplinary action.

The following process will be followed:

• The employee claiming harassment/discrimination should submit the complaint in writing to any member of the management team. Include the following information: what happened, when, where, what was said, who said what, witnesses, what you did at the time
• Management will notify the alleged offender of the complaint, and will provide him/her with information concerning the circumstances of the complaint
• The alleged offender will be given an opportunity to respond to the allegations outlined in the formal complaint
• Management may attempt to resolve the matter through discussion, or may initiate a formal investigation
• If necessary, a formal, confidential investigation will be conducted by an outside, impartial investigator, and findings will be reported to management
• Management will inform the person lodging the complaint and the person being complained about of the results of the investigation

K.I.D.S. Inc. is committed to providing a respectful work and learning environment which has a zero tolerance for harassment or disrespectful behaviour.  This policy will guide the behaviour of all staff, children, students, currently enrolled parents and families while at K.I.D.S. Inc. and on our waiting list.   All employees have the right to work in a positive and fair workplace environment which represents individual rights, personal dignity and integrity, free from all forms of harassment and discrimination. It is important to K.I.D.S. Inc. that you are protected and, therefore, any incidents that are perceived as
discrimination or harassment will be researched and appropriate action will be taken. We assure you that all complaints will be taken seriously, acted upon quickly and fairly, and above all, handled in a confidential manner.