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Conflict Management & Human Rights Office Matt Erickson MC 4049, ext. 33765

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Presentation on theme: "Conflict Management & Human Rights Office Matt Erickson MC 4049, ext. 33765"— Presentation transcript:

1 Conflict Management & Human Rights Office Matt Erickson MC 4049, ext

2 Services Human Rights Related Case Consultation Issue identification Policy and legislative implications Resources and support "Formal" versus "informal" responses Confidentiality "What's my role?" Option development Facilitation Investigation Education Support

3 Services Conflict Management Mediation Group facilitation Resolution support personnel Education & training Conflict coaching Meeting facilitation Conciliation

4 Policy #33; General Principles Respect for individual differences Equal access to benefits and opportunities Undue interference Academic freedom

5 Policy #33; Specific Principles Discrimination Poisoned environment Harassment Sexual harassment [as they relate to the prohibited grounds under the Ontario Human Rights Code] Workplace harassment [Occupational Health and Safety Act]

6 Ethical Behaviour Policy #33 Those who receive complaints or who perceive what they believe to be violations of this policy shall act promptly to notify an appropriate administrative officer, normally one's immediate supervisor, the department Head, Chair or Director...

7 Ethical Behaviour Policy #33 Further, as required by the Ontario Human Rights Code, the University has a responsibility to provide an environment free from harassment and discrimination, and accordingly must deal effectively, quickly and fairly with any situation involving claims of harassment or discrimination that come to its attention.

8 Ontario Human Rights Commission DIRECTING MIND: generally speaking anyone who performs management duties is part of the directing mind of the corporation. all managers are aware of their duties and responsibilities under the code and the internal policies.

9 Ontario Human Rights Commission Corporate liability may be found:...where an employee responsible for the harassing behaviour, or knew of the harassing behaviour, failed to take steps to remedy the situation and is part of the directing mind.

10 Conflict Management & Human Rights Office Matt Erickson MC 4049, ext


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