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Module 4 - Respectful Workplace

Please enter your information below and click "Next" to begin Module 4.

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Collection and use of your personal information

Information collected on this form is done so under the general authority of the Community Charter and Freedom of Information and Protection of Privacy Act (FOIPPA) and is protected in accordance with FOIPPA. Personal information will only be used by authorized staff to fulfill the purpose for which it was originally collected, or for a use consistent with that purpose. Questions about the collection of your personal information may be referred to the Legislative Services Department at 250-755-4405, or via email at foi@nanaimo.ca. Please also see our Privacy Policy.

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Please read page 1 of the policy and answer the corresponding questions.

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1. The BC Human Rights Code prohibits harassment and other forms of discrimination on certain personal characteristics. These protected characteristics include: race, color, ancestry, place of origin, political belief, religion, marital status, family status, age, physical or mental disability, and:

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Please read page 2 of the policy and answer the corresponding questions.

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2. Every employee working at the City (that’s you!) has a shared obligation for creating a respectful, safe and supportive work environment.

3. “Workplace conduct” within this policy may also include:

4. As an employee, if you observe or experience disrespectful conduct from an external party (such as members of the public or contractors) you should:

5. The City’s Respectful Workplace policy is not just about the protected grounds under the Human Rights Code; it also incorporates disrespectful conduct. Types of disrespectful conduct include:

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Please read page 3 of the policy and answer the corresponding questions.

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6. Employee responsibilities under this policy include:

7. Managers and supervisors must ensure personal conduct supports a respectful workplace, lead by example by treating all employees with dignity and respect, and:

8. An employee who believes they have experienced disrespectful conduct is encouraged to:

9. An employee who attempts to resolve an issue through an informal course of action cannot file a formal complaint about that same issue.

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Please read pages 4 and 5 of the policy and answer the corresponding questions.

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10. The individual designated to manage a formal complaint will conduct the investigation personally or may appoint ________________ to investigate the allegations made.

11. An investigation into a formal complaint might not proceed for several reasons as noted in the policy including if:

12. Investigations will be conducted in a manner that ensures both the complainant and respondent each have:

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Please read page 6 of the policy and answer the corresponding questions.

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13. Upon conclusion of an investigation, a summary report of the findings will be provided to:

14. Where a complaint is substantiated:

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Please read page 7 and 8 of the policy and answer the corresponding questions.

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15. Workplace harassment can include discriminatory, sexual or personal harassment, including bullying. Some examples of harassment are:

16. Unprofessional conduct under this policy can include things such as:

17. Workplace harassment does not include situations when a supervisor or manager:

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As an employee, you can access City of Nanaimo policies at any time through the City’s intranet site. All employees must adhere to the principles and procedures in this policy, noting employee accountabilities.

Please check “yes” to acknowledge you have read and understand this policy and, if at any time you have questions about this policy, you can speak to your supervisor or Human Resources.

I acknowledge that I have read, understand and will abide by the Respectful Workplace policy.

Last updated: June 20, 2024

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Collection and use of your personal information

Information collected on this form is done so under the general authority of the Community Charter and Freedom of Information and Protection of Privacy Act (FOIPPA) and is protected in accordance with FOIPPA. Personal information will only be used by authorized staff to fulfill the purpose for which it was originally collected, or for a use consistent with that purpose. Questions about the collection of your personal information may be referred to the Legislative Services Department at 250-755-4405, or via email at foi@nanaimo.ca. Please also see our Privacy Policy.