Workplace Bullying, Harassment & Discrimination Prevention Policy

1. Policy Statement and Purpose

Teamsters Local Union No. 155 (“Teamsters 155” or “the Union”) is committed to providing a workplace and union environment that is safe, respectful, and free from discrimination, bullying, and harassment, including sexual harassment. Teamsters 155 will not tolerate discrimination, bullying, harassment, or retaliation by any person.

The Union will take all reasonable steps to prevent, investigate, and correct such conduct when it occurs.

This policy is intended to comply with WorkSafeBC requirements, applicable human rights legislation, and the Union’s governing documents.

2. Scope and Application

This policy applies to all individuals engaged in Teamsters 155 business, including but not limited to:

Union members
Staff
Contractors, temporary workers, and volunteers
Members of the public or guests interacting with the Union

This policy applies to conduct that occurs anywhere an individual is acting in a union capacity, including at union offices, meetings, worksites, union-related events or activities, and through any form of union-related communication, including electronic communications.

3. Definitions

A. Bullying and Harassment

Bullying and harassment are inappropriate conduct or comments that a person knew or reasonably ought to have known would cause humiliation or intimidation, whether occurring as a single serious incident or through repeated behaviour. Reasonable Union actions related to management, discipline, enforcement of governing documents, or meeting procedure are excluded.

B. Sexual Harassment

Sexual harassment includes any unwanted or unwelcomed conduct of a sexual nature, whether verbal, physical, or visual, that:

Interfere with a person’s work
Create an intimidating, hostile, or offensive work environment

C. Discrimination

Discrimination means conduct or decisions based on prohibited grounds under the British Columbia Human Rights Code, including but not limited to:

Race
Colour
Ancestry
Place of origin
Political belief
Religion
Marital or family status
Physical or mental disability
Sex, gender identity or expression
Sexual orientation
Age
Unrelated criminal conviction

4. Examples of Prohibited Conduct

Examples include, but are not limited to:

Racial, ethnic, or derogatory slurs
Unwelcome jokes or comments about a person’s body, identity, or beliefs
Sexual remarks, innuendoes, or propositions
Verbal aggression, insults, or threats
Spreading malicious rumours
Intimidation or abuse of authority
Vandalizing personal property
Displaying or circulating offensive or discriminatory material
Harassment through text, email, or social media

5. Reporting Procedures

Informal Resolution

(When Appropriate)

If the affected person feels safe doing so, they may inform the individual that the behaviour is unwelcome and must stop immediately.

Formal Reporting

If informal resolution is not appropriate or effective, a report may be made to:

The Secretary-Treasurer
A Business Agent
A member of the Executive Board

Reports may be made verbally or in writing and should include, where possible:

What happened
When and where it occurred
Who was involved
Any witnesses
Any supporting documentation

6. Investigation Process

Teamsters 155 will ensure that all complaints are:

Taken seriously
Handled promptly
Investigated fairly and impartially
Treated with discretion and confidentiality

The Union may appoint an internal investigator, or an external third-party investigator, where appropriate.

The investigation may include:

Interviews with all involved parties
Witness statements
Review of documents and communications
Opportunity for response to conflicting information

A written investigation report will be provided to the Secretary-Treasurer or Executive Board, as applicable.

7. Outcomes and Corrective Action

Following review of the investigation findings, Teamsters 155 may take appropriate corrective or disciplinary action, which may include:

Education or training
Written warnings
Removal from a representative or steward role
Suspension of union privileges
Charges under the Union Constitution or Bylaws
Termination of employment (where applicable)

Corrective action will be proportionate to the seriousness of the conduct and consistent with due process.

8. Retaliation Prohibited

Retaliation against any person for reporting concerns, participating in an investigation, or acting as a witness is prohibited and may result in discipline up to and including dismissal or removal from office.

9. Confidentiality

All individuals involved in a complaint or investigation must maintain confidentiality. Information will be disclosed only as necessary to investigate or resolve the matter, implement corrective action, or where required by law, including reporting a potential criminal offence. Breaches of confidentiality may result in disciplinary action.

10. Responsibilities

Union Responsibilities

Teamsters 155 will maintain a respectful environment, educate members and representatives, enforce this policy consistently, and comply with WorkSafeBC requirements.

Individual Responsibilities

All members, officers, and representatives must treat others with respect, refrain from prohibited conduct, report concerns in good faith and cooperate with investigations.

11. Policy Review

This policy will be reviewed periodically and updated as required to ensure ongoing compliance.