Circle of Care is dedicated to health equity in all aspects of its operation including:<\/p>\n
Diversity includes, but is not limited to, age, gender, ethnicity, physical and\/or mental disabilities, sexual orientation, race, nationality, marital and\/or parental status, lifestyle, religion, and education.<\/p>\n
Especially in healthcare-related industries, we know that emotions can run high and many of our jobs can be very difficult. It is especially important to remain aware that we need to respect the people that we work with on a daily basis and make sure we are all contributing to a safe, inclusive working environment.<\/p>\n
This means we are required to have an understanding of what constitutes respect, what our accountabilities are to our profession and to Circle of Care, and to know what to do in a situation where respect, diversity or equality may be questioned or at risk. A respectful, equitable and diverse workplace will mean different things to different people. But it is important to know that there is an elevated code of conduct that is expected of everyone who works at Circle of Care. The relationship people have at work is just as important as the work itself.<\/p>\n
Our organizational values and priorities (Accountability,\u00a0 Person-Centered Care, Diversity, Ethical Behaviour, Fiscal Accountability, Innovation, Learning, Safety and Collaboration) are important because they were not designed or created by HR or Executives \u2013 they are designed and exemplified by all of us \u2013 employees, clients & families. This is why it is so important for us to have measures in place that protect these values.<\/strong><\/p>\n We must also comply with legal and legislative requirements and our Health Equity, Respect and Diversity component helps us to achieve this. Part of understanding Health Equity, Respect & Diversity is about being able to clearly define unacceptable behaviour or behaviours that contradict our mission, vision, and values. We want you to be able to protect yourself by knowing what is considered acceptable, but also to ensure that you know your rights in the workplace and the behaviour you can expect from others while you are at work.<\/p>\n To clearly outline what is acceptable and what is not, we have created organizational policies, such as Workplace Harassment, Workplace Violence, Discrimination, Code of Conduct, Anti-Bullying and Anti-Racism, which through enforcement of these policies, we will ensure a safe and comfortable working environment. The bottom line is that if someone comes to work each day and is being harassed, feeling like they are being treated as \u2018different\u2019 or feeling disrespected, how can they possibly be productive? How can they provide the care and nurturing relationships that Circle of Care expects?<\/p>\n Through awareness and enforcement of our organizational policies, expectations and values related to Diversity, Equity and Inclusion (DEI), your rights and responsibilities as per governing legislation, will contribute to a safe and inclusive work environment.\u00a0 \u00a0While we do our best as an organization to minimize the changes of anyone experiencing inequity, discrimination, violence, harassment and\/or discrimination, we want to ensure that you know what to do in case it does occur to you. We encourage you to review our policies related to DEI, harassment, discrimination – and should you ever experience an incident of hate or discrimination, please make sure you are reporting this to your Client Services Supervisor (CSS) or to Human Resources, so that we can take the necessary steps to follow up with all parties involved.[\/vc_column_text][nectar_btn size=”large” button_style=”regular” button_color_2=”Accent-Color” icon_family=”none” url=”https:\/\/drive.google.com\/file\/d\/1t1WMZ3Wo-8-iaBS4OrPdcmMF2Nz314Va\/view” text=”Diversity, Equity and Inclusion Policy”][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Governing Provincial Legislation” use_theme_fonts=”yes” el_id=”GoverningProvincialLegislation”][vc_column_text]We are governed by a number of federal and provincial bodies when it comes to creating policies that protect the rights of individuals. Our governing bodies are:<\/p>\n It is important to know that what constitutes the workplace is much more than the four walls of a building. It can be a vendor\u2019s location, being at a grocery store with a client, or being at an offsite conference location during off hours.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][nectar_btn size=”large” button_style=”regular” button_color_2=”Accent-Color” icon_family=”none” text=”Code of Conduct Policy” url=”https:\/\/drive.google.com\/file\/d\/1R5uxZgAfVBZT1GXFGJ1NXVXVjSorxHoC\/view”][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Harassment” use_theme_fonts=”yes” el_id=”harassment”][vc_column_text]Harassment<\/strong> is defined in the Ontario Human Right\u2019s Code as: engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can include words or actions that are known, or should reasonably be known, to be offensive, embarrassing, humiliating, demeaning or unwelcome based on the grounds of discrimination. As you can see by this definition, which has been taken directly from the legislation, harassment is something that is known or ought to be known as unwelcomed. This means that often times harassment is about perception and what the other person perceives to have occurred.<\/p>\n Harassment is a course of conduct \u2013 or, a pattern of behaviours. More than one incident is usually required to classify harassment. Harassment also creates a \u2018negative\u2019 or \u2018hostile\u2019 work environment which will, most times, interfere with job performance.<\/p>\n It will be considered to have taken place if a reasonable person ought to have known that the behaviour would be perceived as unwanted or unwelcome.<\/p>\n Other kinds of harassment include:<\/p>\n Sexual harassment does not have to be sexual in nature. It could mean that someone is bothering you simply because you are a man, or a woman. Sexual harassment means someone is annoying or disturbing someone by saying or doing something that is unwanted or unwelcome and is of a sexual or gender-based nature.<\/p>\n Stereotyping about one gender or another can be a form of sexual harassment. It happens most often to women but it can happen to men or between members of the same sex. It may occur as a pattern of behaviour that happens frequently or it can be a single incident. Sometimes, a single incident can be serious enough to be considered harassment!<\/p>\n Here is a list of some examples of sexual harassment:<\/p>\n Even the best-intentioned compliments regarding a person\u2019s appearance, hair or clothing, if made on a repeated basis in the work environment can set a person aside as different. Such comments can also be perceived as undermining their credibility as a professional.<\/p>\n Harassing comments or actions concerning what is called \u201cprohibited grounds\u201d (which we will review shortly) are protected under the law. Harassment is a type of discrimination.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Discrimination” use_theme_fonts=”yes” el_id=”discrimination”][vc_column_text]Discrimination<\/strong> means treating people differently, negatively or adversely because of many reasons including race, age, religion, and colour. The definitions are any form of unequal treatment based on a prohibited ground that results in disadvantage, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory or it may be rules, practices or procedures that appear neutral but have the effect of disadvantaging certain groups of people. It may be obvious, or it may occur in very subtle ways.<\/p>\n It is also important to know the difference between direct and indirect discrimination. For example, under the Ontario Human Rights Code, which is provincially in Canada one of the most stringent, discrimination is not just defined as direct discrimination meaning where someone is intentionally discriminating against a person because of personal characteristics. It is also considered a discriminatory practice to unintentionally discriminate.<\/p>\n An example of this may be not including fellow employees in meetings or conversations because they aren\u2019t friends, or by making well-intentioned assumptions about people\u2019s preferences because they belong to a specific group. For example, assuming someone might not want to attend the staff BBQ because their personal preference or beliefs do not allow them to eat certain foods.<\/p>\n Now that we have defined harassment, sexual harassment and discrimination, here is a list of how these things might look in a work environment.<\/p>\n With harassment, it is all about how the behaviour is perceived by others. For example, with teasing, you may think it is all in good fun but it might be unappreciated by the other person. In this regard, harassment can often be very subtle!<\/p>\n Any kind of workplace harassment is discrimination of what most provincial Human Rights Codes call a prohibited ground. Most provinces have some form of \u2018prohibited grounds\u2019 embedded in each of their provincial legislation.<\/p>\n A prohibited ground<\/strong> means that it is against the law, or \u201cprohibited\u201d for one to discriminate against people on certain characteristics, or \u201cgrounds.\u201d<\/p>\n We have listed the prohibited grounds that are embedded in our provincial legislation:<\/p>\n Think for a moment about the effect that negative comments or actions have. A poisoned work environment is defined as one which allows behaviour such as insults and jokes relating to one of the prohibited grounds to perpetually exist. It does not need to be directed at anyone in particuar, but can still have the effect of creating or maintaining an offensive, hostile or intimidating environment.<\/p>\n A poisoned work environment cannot be treated based on perception alone \u2013 there must be facts to demonstrate that the comments or conduct results in unequal, uncomfortable, unsafe or unfair treatment or conditions.<\/p>\n Bullying and intimidation are other factors that can highly influence the work environment and can be rooted in harassment and discrimination. Bullying is defined as offensive behaviour through vindictive, cruel, malicious or humiliating attempts to undermine an individual or groups of people. Bullying is usually seen as acts or verbal comments that could mentally hurt or isolate a person or persons in the workplace. It is important to know that constructive feedback regarding an individual\u2019s work or performance at work is not considered bullying, but rather to assist the employee with their work. There is no stereotype of a bully \u2013 they are all ages, shapes, sizes \u2013 they could be anyone in the workplace. It is important to know that constructive feedback regarding an individual\u2019s work or performance at work is not considered bullying, but rather to assist the employee with their work. There is no stereotype of a bully \u2013 they are all ages, shapes, sizes \u2013 they could be anyone in the workplace.[\/vc_column_text][nectar_btn size=”large” button_style=”regular” button_color_2=”Accent-Color” icon_family=”none” url=”https:\/\/drive.google.com\/file\/d\/1hWtq4VJ8L3rPTeroDGaf_Mibg8M89CuH\/view” text=”Anti – Bullying (Workplace Harassment) Policy”][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/4″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][image_with_animation image_url=”2025″ image_size=”full” animation_type=”entrance” animation=”Fade In” animation_easing=”default” animation_movement_type=”transform_y” hover_animation=”none” alignment=”” border_radius=”none” box_shadow=”none” image_loading=”default” max_width=”100%” max_width_mobile=”default”][\/vc_column_inner][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”3\/4″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text]Some examples of bullying are:<\/p>\n Workplace violence includes all forms of harassment, bullying, intimidation, physical threats, assaults, robbery and other intrusive behaviours. These behaviours could originate from customers or coworkers at any level of the organization. Some examples of this are threatening behaviour (i.e. shaking fists, destroying property or throwing objects); verbal or written threats (i.e. any expression of an intent to inflict harm); verbal abuse (i.e. swearing, insults or condescending language) or physical attacks (i.e. hitting, shoving, pushing or kicking).<\/p>\n The prevention of violence in the workplace is deeply embedded into our policies at Circle of Care. Our Bill 168 policy, accessible to all employees, is available for review on the intranet or through your manager or direct supervisor. Any indication of violence must be reported immediately to your CSS or to HR.[\/vc_column_text][image_with_animation image_url=”2611″ image_size=”full” animation_type=”entrance” animation=”Fade In” animation_easing=”default” animation_movement_type=”transform_y” hover_animation=”none” alignment=”” border_radius=”none” box_shadow=”none” image_loading=”default” max_width=”100%” max_width_mobile=”default”][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/2″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][nectar_btn size=”large” button_style=”regular” button_color_2=”Accent-Color” icon_family=”none” url=”https:\/\/drive.google.com\/file\/d\/1hGFdRyW3tH0N1xuXuEpVj7ECF6okZbM-\/view” text=”Workplace Violence Policy”][\/vc_column_inner][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/2″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][nectar_btn size=”large” button_style=”regular” button_color_2=”Accent-Color” icon_family=”none” url=”https:\/\/can63.dayforcehcm.com\/MyDayforce\/Mydayforce.aspx” text=”Dayforce e-Learning Annual WVH Training and Risk Assessment”][\/vc_column_inner][\/vc_row_inner][vc_column_text]\n Stop, Plan, & Go<\/strong><\/p>\n At the first signs of agitation or aggressive behavior,<\/p>\n STOP<\/b><\/p>\n Determine what may be escalating the situation and what safety measures can be implemented to ensure your safety,<\/p>\n PLAN<\/b><\/p>\n Once safety measures are in place,<\/p>\n GO<\/b><\/p>\n If situation continues to escalate, remove yourself from the situation and contact your Client Service Supervisor or Coordinator.<\/p>\n[\/vc_column_text][image_with_animation image_url=”10333″ image_size=”full” animation_type=”entrance” animation=”None” animation_movement_type=”transform_y” hover_animation=”none” alignment=”” border_radius=”none” box_shadow=”none” image_loading=”default” max_width=”100%” max_width_mobile=”default”][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”The Investigation Process” use_theme_fonts=”yes” el_id=”TheInvestigationProcess”][vc_column_text]If bullying, harassment, violence of any kind or discrimination has occurred, both the manager\/direct supervisor and the employee have very important roles to play in terms of reporting and investigating. These steps are taken directly from Circle of Care\u2019s policies and are expected that all employees of all status of employment understand and comply.<\/p>\n First let\u2019s review the step by step process for reporting and investigating a bullying allegation.<\/p>\n Step 1: Awareness<\/strong><\/p>\n Managers and Supervisors are responsible for ensuring that employees, volunteers and students have the information that they need to protect themselves from workplace bullying. This means that managers must have a conversation about Circle of Care\u2019s anti-bullying policy to ensure that all employees are aware and understand what the policy entails.<\/p>\n Step 2: Report Incidents Immediately<\/strong><\/p>\n If an employee, volunteer or student witnesses or are a victim of bullying, they must contact their Manager or Supervisor immediately. If uncomfortable with reporting to their Manager or Supervisor, or their Manager or Supervisor is considered the perpetrator, the employee (or volunteer or student) are to approach another management team member who they are comfortable with and report the incident. The Manager or Supervisor will then report the incident to HR and a HR will fully investigate the matter.<\/p>\n Step 3: Confidentiality<\/strong><\/p>\n Circle of Care will exercise good judgment and care at all times to avoid unauthorized or improper disclosures of confidential information. Confidentiality in matters of workplace bullying will be respected.<\/p>\n Step 4: Penalty or Corrective Actions<\/strong><\/p>\n An employee or volunteer that subjects another employee, client, or other person to workplace bullying may be subject to disciplinary action up to and including termination. The investigation process for complaints revolving around harassment & discrimination.The investigation process for complaints revolving around harassment & discrimination. All reports of harassment made to Human Resources will be investigated thoroughly in a fair and timely manner, respecting all employees\u2019 privacy as much as possible. Interviews will be conducted with the complainant, the alleged harasser, and any witnesses.\u00a0 All employees have a responsibility to cooperate in the investigation.\u00a0 If the investigation reveals evidence to support the harassment complaint, the harasser will be subject to disciplinary action.<\/p>\n The investigation will involve:<\/p>\n Note: Corrective action is determined by numerous variables, including severity\u00a0& complexity of the situation\/collective agreements.<\/p>\n The appropriate remedy will be dependent upon the situation. Different things will be considered including the nature and the severity of the complaint, the impact the incident had on the parties involved and whether or not the individual had previously done something inappropriate under our governing policies.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Confidentiality” use_theme_fonts=”yes” el_id=”Confidentiality”][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/4″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][image_with_animation image_url=”2026″ image_size=”full” animation_type=”entrance” animation=”Fade In” animation_easing=”default” animation_movement_type=”transform_y” hover_animation=”none” alignment=”” border_radius=”none” box_shadow=”none” image_loading=”default” max_width=”100%” max_width_mobile=”default”][\/vc_column_inner][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”3\/4″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text]Circle of Care will do everything it can to protect the confidentiality and privacy of all parties involved before, during, and after the investigation. We will also ensure that the complainants and respondents are treated fairly and respectfully.<\/p>\n Circle of care will protect privacy so long as doing so remains consistent with the enforcement of this policy and adherence to the law. Neither the name of the person reporting the facts nor the circumstances surrounding them will be disclosed to anyone whatsoever unless this disclosure is necessary for an investigation or disciplinary action. Any disciplinary action will be determined by Circle of Care and will be proportional to the seriousness of the behaviour concerned. Circle of Care will also provide appropriate assistance to any employee who is the victim of violence, discrimination, harassment, or bullying.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Employee Accountability” use_theme_fonts=”yes” el_id=”employeeaccountability”][vc_column_text]We have reviewed the accountabilities and the complaint procedures, but in closing we want to take a few moments to reflect once more on the employee accountabilities with Circle of Care\u2019s policies surrounding Health Equity, Respect and Diversity and to add some additional tips to help manage potentially difficult situations.<\/p>\n If there are questions or concerns, please contact a representative from our Human Resources team or anyone from our supervisory or management teams. They will assist you in providing all of the pertinent information. All references and policies are available on the Circle of Care intranet site. To become more familiar with the legislation please visit the Ontario Human Rights Commission at www.ohrc.on.ca for more information.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_custom_heading text=”Anonymous Incident Reporting Form” use_theme_fonts=”yes” el_id=”anonymous”][vc_column_text]It is important, that if you are experiencing any incidents of violence, harassment, discrimination and\/or hate while at work or during working hours, you report this to your Supervisor, Manager, Director, or to Human Resources.<\/p>\n If you would prefer to stay anonymous, please fill out our Anonymous Incident Reporting Form by clicking the button below. <\/strong><\/p>\n Please note that the Anonymous Incident Reporting Form offers an opportunity to share your name to assist us in investigating your incident. 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\nVexatious:<\/strong> causing or tending to cause annoyance, frustration, and\/or worry.<\/p>\n\n
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\nIt usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate but sometimes can involve negative physical contact. It can also be described as an assertion of power through aggression.<\/p>\n\n
\nAll documents related to a complaint or incident of bullying, including the written complaint, witness statements, investigation notes and reports, and documents related to the complainant will be maintained by our Human Resources department.<\/p>\n\n
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