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A Sexual Harassment Policy outlines how a Canadian organization prevents and addresses unwanted sexual conduct in the workplace. It defines prohibited behaviors, from unwelcome touching to inappropriate comments, and explains how employees can report incidents safely and confidentially.

Following requirements under provincial human rights codes and the Canada Labour Code, these policies protect workers by establishing clear reporting procedures, investigation steps, and consequences for violations. They also detail employee rights, management responsibilities, and available support resources - creating a framework that helps maintain respectful, safe workplaces.

Every Canadian workplace needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employee, opening a new location, or restructuring your organization. The policy becomes particularly crucial during employee onboarding, workplace incidents, or when updating company procedures.

Use this policy actively during staff training sessions, management meetings, and whenever addressing workplace conduct concerns. It serves as your guide for handling complaints, conducting investigations, and maintaining documentation that meets provincial human rights requirements. Regular review and updates help ensure your policy stays current with changing laws and workplace dynamics.

• Basic policy for small businesses: Covers essential reporting procedures and definitions, suitable for organizations under 50 employees
• Comprehensive corporate policy: Includes detailed investigation protocols, multiple reporting channels, and extensive preventive measures
• Industry-specific adaptations: Contains specialized provisions for sectors like healthcare, education, or hospitality
• Remote work policy: Addresses virtual harassment, online conduct, and digital communication boundaries
• Multi-jurisdictional policy: Aligns with requirements across different Canadian provinces while maintaining consistent standards

• Human Resources Managers: Draft and maintain the Sexual Harassment Policy, coordinate training, and oversee investigations
• Legal Counsel: Review policy content to ensure compliance with federal and provincial laws, advise on updates
• Senior Management: Approve policy implementation, demonstrate commitment, and enforce consequences
• Employees: Follow policy guidelines, report incidents, participate in training, and maintain respectful workplace conduct
• Union Representatives: Review policy terms, ensure worker protections, and support members during investigations
• External Investigators: Conduct impartial investigations when internal conflicts exist or expertise is needed

• Legal Requirements: Review current provincial human rights codes and workplace safety regulations
• Company Structure: Map out reporting lines, leadership roles, and communication channels
• Incident Procedures: Define clear steps for filing complaints, investigation processes, and documentation methods
• Support Resources: List available counseling services, external reporting options, and employee assistance programs
• Training Plan: Outline how staff will learn about the policy through workshops and regular updates
• Enforcement Methods: Establish disciplinary measures and corrective actions for policy violations

• Policy Statement: Clear commitment to zero tolerance and legal compliance with human rights legislation
• Definitions Section: Detailed examples of prohibited conduct, from verbal to physical harassment
• Reporting Procedures: Multiple confidential channels for filing complaints and timeline requirements
• Investigation Process: Steps for fair, thorough investigations and protection against retaliation
• Disciplinary Measures: Range of consequences for policy violations, from warnings to termination
• Rights and Responsibilities: Specific duties of employees, managers, and HR representatives
• Review and Updates: Schedule for policy review and procedure for implementing changes

While a Sexual Harassment Policy and an Equal Opportunities Policy may seem similar, they serve distinct purposes in Canadian workplaces. Let's explore their key differences:

• Scope and Focus: Sexual Harassment Policies specifically address unwanted sexual conduct and gender-based discrimination, while Equal Opportunities Policies cover all forms of discrimination, including age, race, religion, and disability
• Legal Framework: Sexual harassment policies align primarily with provincial human rights codes and workplace safety laws, focusing on preventing and addressing specific types of misconduct. Equal opportunities policies address broader human rights legislation and employment equity requirements
• Implementation: Sexual harassment policies require detailed complaint procedures and investigation protocols, whereas equal opportunities policies emphasize fair hiring, promotion, and workplace practices
• Training Requirements: Sexual harassment policies mandate specific training on recognizing and reporting sexual misconduct, while equal opportunities policies focus on diversity awareness and bias prevention