Statement of Values
Escarpment Laboratories is committed to building and preserving for its Employees a safe, productive, and healthy working environment based on mutual respect.
We do not tolerate harassment in any form. It is important to note that the Code of Conduct applies to all employees, vendors, and customers while on company property, on company time, and at company-sponsored events.
This Code of Conduct is not meant to stop free speech or to interfere with everyday interactions. However, what one person finds inoffensive, others may not. Usually, harassment can be easily distinguished from normal, mutually acceptable socializing. It is important to remember that it is the perception of the receiver that determines whether the potentially offensive message is acceptable or not, be it spoken, gestural, pictorial, or some other form of communication which may be deemed objectionable or unwelcome.
Examples of Harassment
The Anti-Violence, Harassment and Sexual Harassment Policy provides definitions and examples of harassment. These include:
- Behaviour that is hostile in nature or intends to degrade an individual based on personal attributes, including age, race, nationality, disability, family status, religion, gender, sexual orientation, gender identity, gender expression, or any other protected ground under human rights legislation.
- Sexual solicitation or advance by a person in a position to confer, grant, or deny a benefit or career advancement to the person being solicited.
- Reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant, or deny a benefit or advancement to the person being threatened.
- Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation, or religion.
Responses to Unacceptable Behaviour
If you believe you have been personally harassed, you may point out the unwelcome behaviour to the harasser, discuss the situation with a Manager and/or make a formal complaint. Formal complaints will be investigated according to the Policy.
Employees are accountable for enforcing the Code of Conduct. If you observe harassment in the workplace, consider intervening and helping the person being harassed to document, or, if not practicable, report the behaviour to a Manager.