B.C. FER R Y and MA RINE WORKERS’ UNION
April 5, 2011
The Union has received recent reports that some of our members have been receiving harassing/threatening
phone calls with respect to our current exclusions dispute with the Company.
While the matter of exclusions is highly emotional and has placed a great deal of uncertainty and distress to
whether from the Company or our own members.
Should any member feel harassed or threatened in regard to the current exclusions dispute or any other
matter, please contact the Union Office so we may try and address the matter immediately.
As a reminder of our commitment to a harassment free workplace, the Union has copied the applicable C/A
Workplace Harassment and Human Rights language:the Union DOES NOT and WILL NOT condone any intimidating or harassing behavior,
1.09 - Workplace Harassment and Human Rights
(a) The British Columbia Ferry Services Inc. and the British Columbia Ferry and Marine Workers’ Union
are committed to a working environment which ensures and promotes the dignity of all employees. In furthering
this objective, the parties agree that violations of the Human Rights Code, workplace and sexual harassment
shall be grounds for the imposition of discipline pursuant to Article 6 of this Agreement.
(b) Workplace harassment is defined as abusive, intimidating, or demeaning treatment of a person or
group of persons that has the effect or purpose of unreasonably interfering with a person’s or group’s status or
performance or creating a hostile or intimidating working environment when:
1. such conduct abuses the power one person holds over another or misuses authority;
2. such conduct has the effect or purpose of offending or demeaning a person or group of persons
on the basis of race, colour, ancestry, place of origin, religion, family status, marital status, physical or
mental disability, age, sex, or sexual orientation, or because that person has been convicted of a
criminal or summary conviction offence that is unrelated to the employment of that person; or
3. such conduct has the effect or purpose of seriously threatening or intimidating a person.
(c) Sexual harassment is a specific type of workplace harassment and is defined as unwelcome sexual
advances, requests for sexual favours or other verbal or physical conduct of a sexual nature when:
1. submission to such conduct is made either explicitly or implicitly a term or condition of
2. submission to or rejection of such conduct is used as the basis for employment or employment
decisions affecting that employee; or
3. such conduct has the effect or purpose of unreasonably interfering with an employee’s work
performance or creating an intimidating, hostile, or offensive work environment.
(d) Before proceeding to a formal complaint mechanism, an employee who believes s/he has a complaint
of harassment or who alleges a violation of the Human Rights Code may approach one or more of the
following, to discussing a means of resolving the matter:
1. his/her immediate supervisor
2. a shop steward or other Union representative
3. an Employee Assistance Counsellor; or
4. a Company representative
(e) If the complainant wishes to file a formal complaint, s/he may write a letter of complaint to the
Executive Vice President, Human Resources or delegate, or file a grievance under Article 4. Where the
individual receiving such grievance is directly involved in the matter complained of, the grievance shall be
submitted to the next step. Where the Executive Vice President, Human Resources is directly involved in the
matter complained of, the letter or grievance, as applicable, shall be submitted to the Chief Executive Officer of