Respect in the Workplace
Morrison Youth Care Inc. is committed to providing a safe and respectful work environment for all employees free from harassment, bullying, violence, and cultural insensitivity.
Respect ‐ definition
Respect is defined as the willingness to show consideration for the rights or feelings of others; to treat them courteously, inclusively, and safely.
Bullying - definition
Bullying is interpersonal hostility that is deliberate, repeated and sufficiently severe as to harm the targeted person’s health, safety, or economic status.
Harassment - definition
Harassment occurs when a worker is subjected to unwelcome verbal or physical conduct on a repeated basis.
Violence - definition
Violence whether at a worksite or work‐related means the threatened, attempted or actual conduct of a person that causes or is likely to cause harm. These acts include threats, menacing or threatening behavior and all types of physical or verbal assaults.
Cultural Competence – definition
Cultural Competency refers to the ability of organizations and systems to function and perform effectively in cross‐cultural situations. The principles of cultural competence include:
- Organizational systems where decision making includes perspectives from diverse points of view
- Identifying and recognizing cultural diversity
- Holding in high regard cultural differences
- Achieving equal access to employment for everyone
- Ability to provide accessible and relevant services to targeted groups
When a violation occurs:
To provide all employees with a healthy safe workplace, it is required that managers, supervisors and workers take preventative action to ensure that risks to an individual’s health and safety due to violations of respect are reported and eliminated.
- If an incident that relates to violations of respect occurs, employees are encouraged to seek resolution of the incident.
- There will be no adverse job consequences against any person for notifying management of a violation of this policy unless investigation determines that the person intentionally fabricated the complaint against the accused.
- Complaints that are made in bad faith or are malicious or frivolous are considered serious and will result in discipline.
- There shall be no retaliation from co‐workers directed at an individual making a complaint. In the event it is found that retaliation against a worker who exercises his or her rights under this policy has occurred, severe discipline will be imposed, up to and including termination and not eligible for rehire.
- Investigations will be conducted with as much confidentially as can practicably be afforded.
- Investigators will advise workers involved or consulted through the course of the investigation that discretion is an important part of the process.