08-12 Workplace Harassment

Question 1

The Toronto Police Services Board (Board) and the Toronto Police Service (Service) are committed to providing a workplace that is free of discrimination and harassment to all its members. The Occupational Health & Safety Act (OHSA) legislates that workers are provided a workplace that is free of harassment. To that end, section —— of the Standards of
Conduct entitled “—————” prohibits discriminatory behaviour. This Procedure outlines
for members what constitutes workplace harassment, including workplace ——-harassment, and the process for reporting workplace harassment. Members reporting workplace harassment are protected from reprisal.

Answer 1

1.9
Fairness, Discrimination and Harassment
sexual

Question 2

Supervision

 Supervisory Officer attendance ———for any incident of workplace harassment
 S——————-, O————– and U———— notification mandatory for any incident of workplace
harassment

Answer 2

mandatory
Supervisory Officer, Officer in Charge and Unit Commander

Question 3

Procedure

The Service is committed to the delivery of police services that are f—–, r———, u—— and in line with the ———– and its provisions that are designed to protect workers from workplace harassment. The definition of workplace harassment under the OHSA is ———-than the definition contained in the Ontario Human Rights Code (Code).

Answer 3

fair, respectful, unbiased
OHSA
broader

Question 4

Freedom from Reprisal

Members shall not h—–, i——–, r——— or threaten to retaliate against any person who makes a report or complaint about their conduct or the conduct of another Service member.

Any member who, in ———, reports a breach of Service or —– Governance or an act of misconduct shall —- be subject to reprisal for making such report

Answer 4

harass, intimidate, retaliate or threaten
good faith
Legislative
not

Question 5

Confidentiality

Members who, by virtue of their ——, are privy to information or in possession of documentation pertaining to a workplace harassment complaint shall hold such information in strict confidence. This shall include ———-from discussions or releasing information, in any form, beyond that outlined in this Procedure, or as required by —–.

Answer 5

positions
refraining
law

Question 6

Member

1. Members shall immediately report any incident of workplace harassment to ——- supervisor.
2. Members shall not h—-, i——– or r——— against any member who reports workplace harassment and comply with Procedure 13–18.

iv. Every member has the right to ——— from workplace harassment without reprisal or fear of
reprisal. A complaint of workplace harassment that is vexatious or malicious in nature may
result in discipline.

Answer 6

any
harass, intimidate or retaliate
protection

Question 7

Supervisor

4. Upon becoming aware of any incident of workplace harassment shall

 maintain —————-
 report any incident of workplace harassment to the ————–
 commence an ————
 speak to the member initiating the complaint in ————-
 take all reasonable precautions necessary for the ————– of the member

protect any complainant or witness from reprisal and comply with Procedure 13–18

Answer 7

confidentiality
Officer in Charge
investigation
private
protection

Question 8

A police officer cannot ———- to work when the work is a normal condition of the worker’s employment or when the refusal to work would directly ———–the life, health or safety of another person

Answer 8

refuse
endanger

Question 9

Reasonable ———- necessary for the protection of the member may include the re–assignment to reasonable ————duties

Answer 9

precautions
alternative

Question 10

When the source of the workplace harassment is EXTERNAL to the Service shall ensure the applicable ——— are completed prior to the completion of the tour of duty, if applicable.

Answer 10

eReports

Question 11

Officer in Charge / Designate

7. Upon becoming aware of any incident of workplace harassment shall

 maintain confidentiality
 speak to the complainant in private, if the complaint has not ———-reported the matter to a supervisor
 take every reasonable ———-necessary for the protection of the member
 Reasonable precautions necessary for the protection of the member may include the ——— to reasonable ————– duties.

8. When the source of the workplace harassment is external to the Service shall

 ensure the applicable eReport numbers are provided to the involved member’s ————- and the Unit Commander – ————- prior to the completion of the tour of duty

Answer 11

already
precaution
re–assignment
alternative
Unit Commander
Professional Standards

Question 12

Workplace Harassment means engaging in a course of ————–comment or ———–that is known or ought reasonably to be known to be ———–, or workplace ————-harassment. Harassment may be a ———- time incident or repeated incidents.

Workplace harassment does not include ———— or ————— management.

Answer 12

vexatious
conduct
unwelcome
sexual
one (1)
discipline
performance

Question 13

Workplace Sexual Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace because of s—-, s—— o——, gender ——- or gender ———, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or making a sexual ———or advance where the person making the solicitation or advance is in a position to ———–, grant or ———–a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or ———–is unwelcome.

Answer 13

sex, sexual orientation, gender identity or gender expression
solicitation
confer
deny
advance