Respect in the Workplace
Cypress Mountain is committed to a workplace that provides dignity and respect to all its team members.
Cypress Mountain’s priority is to provide a friendly and supportive environment characterized by tolerance and co-operation between all Management, Supervisors, team members and departments which will require a positive contribution from everyone.
We expect that by posting this Policy for all team members to read, we will provide a greater awareness and help everyone recognize when their own behaviour may be disrespectful. We trust that in working to achieve a respectful workplace that everyone at Cypress Mountain will have a more rewarding and fulfilling work experience.
This policy is intended as a guide to assist all Cypress Mountain team members in recognizing and fulfilling their role within this Policy. We are certainly open to any suggestions on ways to build our Workplace Respect Policy to be more effective in the future.
Q - Why do we need a Respect in the Workplace Policy?
A - Management at Cypress Mountain has received requests for guidance about steps that team members and Supervisors may take when dealing with disrespectful or uncivil comments or behaviours in the workplace. These types of comments and behaviours can take a substantial toll on team members health and productivity, our work environment and morale, and our overall efforts at making Cypress Mountain a great place to work. Additionally changes to WorkSafeBC legislation require that employers have a policy that deals with harassment and bullying in the workplace.
Q - To whom does the policy apply?
A - This policy applies to all team members including the leadership team at Cypress Mountain. It applies to the workplace itself and to activities connected with the workplace such as travel, conferences and work related social gatherings. It also applies where applicable to relationships and interactions between team members and Cypress Mountain’s clients and the general public.
Q - What is a respectful workplace?
A - A respectful workplace is one that values:
Diversity and the human rights of others related to their race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
The dignity of each and every person
Courteous conduct
Mutual respect, fairness and equality
Positive communication between people
Collaborative working relationships
Q - What are the Cypress Mountain TEAM MEMBERS’ responsibilities?
A - Every Cypress Mountain team member should:
Treat others with respect
Set an example by respecting the dignity and human rights of all other team members and members of the public
Recognize and refrain from actions that offend, embarrass or humiliate others, whether deliberate or unintentional
Raise disrespectful conduct with the team member displaying it, or with a person in authority as soon as possible - if you witness disrespectful behaviour you may wish to approach the individuals involved
Do not make allegations of disrespectful behaviour that are frivolous or vindictive
Make every effort to resolve respectful workplace issues where possible in an informal non-confrontational manner
Q - What are some examples of disrespectful or unacceptable behaviour?
A - Some examples of disrespectful or unacceptable behaviour are:
Raising ones voice inappropriately or yelling at a fellow team member or subordinate – civility and respect is required for all verbal communication between team members of Cypress Mountain
Sarcasm, condescending behaviour, making comments intended to publicly offend, degrade, belittle or humiliate
Slamming doors or any other aggressive behaviour
Offensive or inappropriate remarks, gestures, display of materials, distribution of messages, emails, text messages, internet postings or general behaviour
Shunning (“silent treatment”), ignoring, refusing to acknowledge
Gossiping about another team members with references that may serve to undermine their authority, diminish one’s reputation among other team members or otherwise impact the ability of a co-worker to effectively perform their job tasks
Cyber “bullying”
Unwarranted physical contact, sexual advances or innuendos
Insubordination, for example, intentionally not following the instructions of your Supervisor or Manager, or undermining their authority in the workplace
Uttering threats or warnings of further reprisals
Hugging, flirting or loitering in the workplace of others may be considered inappropriate conduct - avoid any of these activities to ensure that you are not disrespecting fellow team members
Q - What do I do if I am treated in a disrespectful manner?
A - As detailed below, a worker is encouraged to bring any instance of disrespect to their Supervisor or department Manager’s attention, whether they are the subject of the disrespect or a witness to it. The Supervisor or Manager will then be responsible for meeting with the worker involved to work to resolve the issue. If the worker does not wish to discuss the matter within their own department, they are encouraged to contact the human resources or other senior management for assistance.
Resolving Complaints
Every situation is unique, but whenever possible, team members are encouraged to try and resolve any issues as soon as possible - Level 1 and Level 2 outline a preferable approach and informal resolution. In the case of more serious instances such as bullying, intimidation or harassment, it may be necessary to use the procedures outlined in Level 3 and Level 4.
Level 1
Be proactive if you are comfortable with attempting to resolve the matter yourself. Approach the team member who made you feel uncomfortable, explain how it affected you and ask them to stop. Do this calmly, respectfully, and in confidence. Often, a team member may not be aware that their behaviour is offensive, and most will change the behaviour once they are aware of the problem. Do not wait until a recurrence or assume the problem will go away. If another team member approaches you regarding an issue of respect, careful listening, combined with respectful and honest discussion will often lead to a resolution.
Level 2
If you have attempted to resolve the problem without success or if you are not comfortable addressing the problem on your own, discuss the problem and possible solutions with your immediate Supervisor or Manager.
Confidentiality considerations should be discussed – full confidentiality may sometimes make follow-up resolution more difficult, however it is certainly an important consideration which requires resolution and one your should discuss as all parties move through the resolution with full understanding of your comfort zone.
Level 3
If for any reason you are unable to discuss the problem with your immediate Supervisor or Manager, other avenues are available to help you resolve the problem. You may contact another appropriate level of management such as the Employee Experience Director or and other member of the Senior Leadership Team. Again, the matter of confidentiality should be discussed and resolved.
Level 4
If the employer, Supervisor or person acting on behalf of the team member is the alleged bully and harasser, and all other avenues have been exhausted (Level 1-3), the worker may contact the WorkSafeBC information line – 1-888-621-7253.
Whether a formal or informal process is used, team members are encouraged to use and submit a Respect in the Workplace – Harassment Report Form which reflects, as much as possible; the date, times, nature of the behaviour, any witnesses, and what was done. The summary of the Complaint will be useful for anyone assisting in the resolution of the matter.
It is required that workers who report the more serious incidents of bullying, intimidation and harassment they experience or witness, use and document the incident using the ‘Respect in the Workplace - Harassment Report Form’. All relevant documents to support such allegations including emails, handwritten notes, photographs, or physical evidence like vandalized personal belongings shall be included with the report. Upon completion, the report is submitted the department Supervisor, Manager or Employee Experience Director.
Q - What if an employee makes a false allegation?
A - If the investigation proves that the complaint was deliberately made for frivolous or vindictive reasons, the team member making the false allegations will be subject to discipline. This does not apply to complaints made in good faith but which are not proven.
Q - WHO IS RESPONSIBLE FOR ADDRESSING INCIDENTS OF DISRESPECT IN THE WORKPLACE?
A - As detailed above, a team member is encouraged to bring any issue to their Supervisor or Manager’s attention. The Supervisor or Manager will then be responsible for meeting with the employees involved to work to resolve the issue. If the team member does not wish to discuss the matter within their own department, again, they are encouraged to contact the Employee Experience Director or any member of the Senior Membership other Senior Management for assistance.
Q - WHAT IF A CLEAR DETERMINATION OR PROOF OF DISRESPECT CANNOT BE MADE?
A. If the follow-up review concludes that there is not sufficient information to make a clear determination of impropriety or disrespect, the parties will be informed (subject to confidentiality considerations) and any team members accused will be notified of the complaint and that they should be aware of how they approach their colleagues. The parties will be encouraged to bring forward any incidents that may reoccur as this will greatly assist the resolution of a matter with a repeat offender.
Q - What are the consequences for not following this policy?
A - Depending on the severity of the violation and the evidence relating to the violation, workers who fail to meet the expectations of conduct outlined in the Respect in the Workplace Policy will be counseled by their Manager or Supervisor, or subject to progressive disciplinary action. Repeat or severe cases may result in “termination with cause”.
Civility and respect for fellow team members is imperative as we work in an environment with many overlapping disciplines and department responsibilities. While Managers and Supervisors are responsible for ensuring that the workplace is free of disrespectful and uncivil behaviour, we all ultimately share that responsibility.