Harassment Policy

Harassment Prevention Policy

Frontenac House Ltd is committed to a healthy, harassment-free work environment for our employees, contractors, content providers and customers. This commitment extends to our online business as well as in person. As a guiding principle of this policy, Equity reflects an understanding that we operate in an increasingly diverse community and that we will respect and value the differences of its members. Equity is about fairness, and guides us in how we conduct ourselves to protect against harassment and the discrimination it reflects.

Definition of harassment

Harassment occurs when an employee is subjected to unwelcome verbal or physical conduct because of race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation. The behaviour need not be intentional in order to be considered harassment.

Harassing behaviours that will not be tolerated include: verbal or physical abuse, threats, derogatory remarks, jokes, innuendo, taunts and acts of retaliation based on the grounds noted above. The display of pornographic, racist or offensive signs or images will not be tolerated.

Definition of sexual harassment

Sexual harassment includes unwanted sexual advances, unwanted requests for sexual favours, and other unwanted verbal or physical conduct of a sexual nature. Sexual harassment can include pinching, patting, rubbing, leering, “dirty” jokes, pictures or pornographic materials, comments, suggestions, innuendoes, request or demands of a sexual nature. Frontenac House will move immediately against a harasser if there is evidence that such conduct is made either explicitly or implicitly a term or condition of employment or of conducting business with Frontenac House Ltd.

Harassment complaint process

It is the responsibility of all managers of Frontenac House Ltd. to take reports of harassment seriously, and to take immediate and appropriate action to deal with the harassment to prevent further harm.

If there is a likely risk of imminent serious harm the appropriate law enforcement organization will be contacted.

Harassment complaints will not be dismissed or downplayed, and no individual will be told just to deal with it personally. Frontenac House is a very small company, and the expectation is that most matters will be handled internally by:

  1. Speaking directly, telling the harasser that their behaviour is unwelcome and demeaning and ask them to stop.
  2. Keep a record of incidents if they are repeated, including dates and times.
  3. If the harassment continues, report the problem to one of the managers.
  4. If appropriate, Frontenac House will attempt to resolve the complaint through mediation. If internal mediation is not successful, then an external mediator will be appointed.
  5. If the evidence indicates harassment, Frontenac House will discipline the harasser and the incident will be recorded in case any further issues arise.
  6. If the investigation fails to find evidence to support the complaint, there will be no official record against the alleged harasser.

Frontenac House will not tolerate retaliation against any person involved in a disclosure of harassment.

Frontenac House will investigate any allegations of harassment that are shown to be malicious, fraudulent and/or vexatious. Bad Faith complaints may result in disciplinary action.

Frontenac House seeks to provide a safe, healthy and rewarding environment for our employees, contractors, content providers and customers. Harassment will not be tolerated. If you feel that you are being harassed, contact one of our managers.