BAY-VIBES Non-Discrimination and Anti-Harassment Policy Feb 2019

INTENT

BAY-VIBES believes that respectful, professional conduct furthers the stations mission, promotes productivity, minimize disputes, and enhances our reputation. BAY-VIBES expects every member to show respect for all of our colleagues, listeners, and sponsors.
Harassment by co-workers, supervisors, or any third parties is a form of misconduct that destroys our work environment and undermines the integrity of the members relationship. BAY-VIBES is committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status.
BAY-VIBES management will not tolerate any form of discrimination or harassment that violates this policy.

NON-DISCRIMINATION

BAY-VIBES does not discriminate in employment opportunities or practices on the basis of race, colour, religion, disability, national origin, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, citizenship status or any other characteristic protected by applicable law.
Our policy of Non-discrimination in membership applies to recruitment, hiring, promotions, transfers, discipline, demotions, terminations, layoffs, access to b training and all other aspects of membership.
Members with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their Manager. Members can voice concerns and submit reports without fear of retaliation. Any BAY-VIBES member found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to prosicution and including termination of membership

HARASSMENT PROHIBITED

We will provide a safe and pleasant work environment where everyone is treated with fairness and respect. It is against BAY-VIBES policy for any employee to verbally or physically harass or discriminate against another member on the basis of an individual’s race, colour, religion, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, citizenship status or any other characteristic protected by applicable law. Harassment of employees in the BAY-VIBES workplace by any third party will not be tolerated either. Any employee who violates  BAY-VIBES policy against harassment will be subject to corrective action, up to prosicution and including termination of membership.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any welcome or unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of conduct prohibited by this policy are epithets, slurs, jokes, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. The company prohibits that conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.

SEXUAL HARASSMENT

Sexual harassment is defined as unwelcome sexual advances; requests for sexual favours and other verbal or physical conduct where:
Submission to such conduct is either an explicit or implicit condition of membership.
Submission to, or rejection of, such conduct is used as the basis for membership decisions affecting the person involved.
Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.
This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature and regardless of whether it rises to the level of a legal violation. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
Examples of gender-based harassment forbidden by this policy include
offensive sex-oriented verbal kidding, teasing or jokes;
repeated unwanted sexual flirtations, advances or propositions;
verbal abuse of a sexual nature;
graphic or degrading comments about an individual’s appearance or sexual activity;
offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters unwelcome pressure for sexual activity;
offensively suggestive or obscene letters, notes or invitations; or offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body

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REPORTING PROCEDURES

Any member who believes theye has experienced or witnessed any conduct that is in violation of this policy should report that concern to the management, representative, immediately. These are the individuals autherized by this policy to receive complaints on behalf of BAY-VIBES. This policy does not require reporting harassment to any individual who is creating the harassment.
Complaints may be made orally or in writing. If a complaint is made orally, the employee may be asked for a written statement during the investigation. All complaints, to the extent possible, should include dates, times, location, details of the incidents, names of the individuals involved and the names of witnesses to the incidents. All complaints will be forwarded immediately to the management. Any supervisor who is aware of conduct inconsistent with this policy or who receives or learns of a report of conduct inconsistent with this policy must report such conduct immediately to the management.

RESPONDING TO COMPLAINTS

All reports describing conduct that is inconsistent with this policy will be investigated promptly and thoroughly. Members are required to cooperate in investigations. BAY-VIBES is committed to maintaining confidentiality to the extent possible. BAY-VIBES will take all reasonable measures to ensure that the situation is divulged only to those with a need to know.

CORRECTIVE ACTION

We will not tolerate any harassment or discrimination in violation of this policy. If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then BAY-VIBES will take corrective action, including discipline, up to prosecution and including termination of membership, as is appropriate under the circumstances, regardless of the job positions of the parties involved. BAY-VIBES may discipline a member for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law. If the person who engaged in conduct in violation of this policy is not a BAY-VIBES member, then we will take whatever corrective action is reasonable and appropriate under the circumstances.

RETALIATION PROHIBITED

Retaliatory treatment of any employee for reporting discrimination, harassment or other prohibited behaviour or for cooperating in a harassment investigation is strictly forbidden. All members who experience or witness any conduct they believe to be retaliatory should immediately report such conduct to a management member, representative,