Workplace Violence, Harassment and Sexual Harassment
The University of Waterloo, under Policy # 34 - Health, Safety and Environment is committed to providing a safe learning and work environment which is free of workplace violence through a process of assessment of risk and implementation of reasonable safeguards to protect employees, students and visitors.
All members of the campus community have a responsibility in maintaining a violence free working and learning environment by not engaging in acts of violence and are encouraged to report incidents promptly.
Workplace Violence is defined in the Occupational Health and Safety Act as:
- The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to a worker
- An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, or
- A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker
The Workplace Violence Prevention Program provides further elaboration about the University’s response and related resources available for individuals affected by workplace violence.
Under Policy 33, The University of Waterloo desires to create an environment that supports, nurtures, and rewards its members on the basis of such relevant factors as work performance and achievement. Discrimination and harassment are not conducive to this environment.
Workplace Harassment as defined by the Act, means:
Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known, or ought responsibly to be known to be unwelcome or is Workplace Sexual Harassment.
Workplace Sexual Harassment as defined by the Act, means:
Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Prevention and Response to Sexual Violence
The University of Waterloo is committed to fostering a safe and respectful environment where the impact of sexual violence is understood and individuals affected receive support. Policy 42 Prevention and Response to Sexual Violence establishes the University’s commitment to the awareness and prevention of Sexual Violence and to a process for addressing complaints of Sexual Violence.
The Sexual Violence Response Protocol and Procedures provides further elaboration about the University’s response and related resources available for individuals affected by sexual violence.