Warranty

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o Job duties or the work to be performed
o Workloads and deadlines
o Work instructions, supervision or feedback
o Work evaluation
o Performance management
o Layoffs, transfers, promotions and reorganizations
o Discipline, suspensions or terminations
When it’s provided in a respectful manner, appropriate feedback to help employees improve
performance or behavior is not bullying and harassment.
Employee Accountability
It’s imperative that all employees understand that discriminating, harassing and/or bullying
and harassing behavior is disrespectful behavior and goes against our principles of a
Respectful Workplace. Employees who are found to be engaging in disrespectful behavior
towards co-workers, customers and anyone they come in contact with in the course of their
work will be subject to corrective action up to and including termination of employment.
If you feel subject to, or are aware of an incident of discrimination, general harassment and/or
bullying and harassment at work, you must bring your concerns to our immediate attention so
we can deal with them in an appropriate and timely manner. Refer to the Procedures for
Complaint outlined below.
Procedures for Complaint
If you feel you’re being discriminated against, harassed and/or bullied & harassed
We view all allegations of bullying and harassment, discrimination and/or general harassment
as very serious. If you feel that you’ve been the victim of one of these forms of disrespectful
behavior, we ask you to do the following:
 Keep in mind that sometimes a person is unaware that their behavior is offensive until
someone points it out. If the behavior is an isolated event and might have been
unintentional - and you feel comfortable/safe doing so - tell them politely but firmly that
it bothered you and ask them to stop. If you can, immediately make the alleged
harasser aware of your disapproval and/or discomfort with their comments, actions or
behaviour.
 If you don’t feel comfortable or safe approaching the alleged harasser, or if the outcome
of speaking directly with them doesn’t achieve the desired result (i.e. ending the
harassing behavior) contact one of the following: your immediate manager, another
manager with whom you feel comfortable, the President or our external Human
Resources partners.
It’s important to discuss details or incidents with only the individuals noted above to ensure
your comments are kept as confidential as possible. It’s also important that you report
incidents or complaints as soon as possible after experiencing or witnessing an incident in
order that it may be addressed promptly and investigated if it’s determined that bullying and