What is Harassment?

View the full Discrimination and Harassment Prevention Policy 

Download the Written Complaint Form 

View the Discrimination and Harassment Procedures

If you feel that you are being harassed:

  • Say No: Whenever possible, tell the offending party that his or her behavior is unwelcome and that you want it to stop.
  • Seek Help: Contact discrimination and harassment prevention services (call 306-966-4936 or email dhps@usask.ca) for a confidential consultation, or seek assistance from another University official.
  • Keep a Record: Write down the details of incidents and how they were handled.

What is Harassment?

In Saskatchewan, under the Occupational Health and Safety Act, people have a right to healthy and safe work environments, free from harassment. The act includes two categories of harassment: Harassment Based on Prohibited Grounds and Personal Harassment.

Harassment based on prohibited grounds is defined as:

...any inappropriate conduct, comment, display, action or gesture that is repeated by a person OR any single, serious occurrence that has a lasting, harmful effect on the worker that:

  • is made on the basis of religion, creed, marital status, family status, sex (including: gender expression, gender identity and two spirit identity), sexual orientation, disability, physical size or weight, age, colour, ancestry, nationality, place of origin, race or perceived race and receipt of public assistance; and
  • constitutes a threat to the health or safety of the worker.

Personal harassment is defined as:

...any inappropriate conduct, comment, display, action or gesture that is repeated by a person OR any single, serious occurrence that has a lasting, harmful effect on the worker that:

  • adversely affects a worker's psychological or physical well being; and
  • the perpetrator knows or ought to reasonably know would cause the worker to be humiliated or intimidated.

What is not Harassment?

  • day-to-day management or supervisory decisions involving work assignments;
  • job assessment and evaluation (feedback and dialogue regarding performance);
  • workplace inspection;
  • implementation of appropriate dress codes; and
  • disciplinary action.

However, managerial action(s) must be carried out in a manner that is reasonable and not abusive.

Other situations that do not constitute harassment include:

  • physical contact necessary for the performance of the work using accepted industry standards;
  • conduct which all parties agree is inoffensive or welcome; and
  • conflict or disagreements in the workplace that are not based on one of the prohibited grounds.

Prevention

Everyone can take action to help prevent discrimination and harassment.

  • treat others with respect, even if you don't agree with their values or opinions.
  • take action to resolve problems as early as possible.
  • if you find someone's behavior problematic, let the person know how you feel and ask him or her to stop the behavior.
  • be sensitive to the impact that you have on others and be willing to alter or eliminate problematic behaviors.
  • consider apologizing if your actions have had a negative impact on someone.

 

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