Reviewed and Approved: November 2022

Effective: January 1, 2023

Welcome

It is our pleasure to welcome you to Parkinson Canada and to introduce you to the Volunteer Handbook.  Parkinson Canada is a national registered charity. We believe our strength is in our mission to support those living with Parkinson’s. The best way to serve both our employees and volunteers is to create a working and volunteering environment in which satisfaction is derived from the impact one has on the organization and the impact the organization has on each individual, with appropriate recognition and a focus on mental health and well-being.

Fostering this commitment to partnership between Parkinson Canada and its employees and volunteers is our main objective in setting out our people policies and procedures. This document provides an overview of what you need to know to volunteer here; the people-related policies that are necessary to ensure that everyone understands our guidelines and expectations.  It is intended to reflect and encourage the supportive, collaborative, and welcoming environment for which this organization strives.  All guidelines are put in place to uphold best practices in putting employees, volunteers and people living with Parkinson’s first as we work towards our shared mission and vision.

It is designed to provide you with an overview of the organization’s policies and expectations.  It is in place to familiarize you with important information about the organization, as well as to provide you with the information regarding your responsibilities and privileges.  That said, it is worth noting that we also expect all volunteers to exercise their own common sense since we recognize that these guidelines cannot operate in the absence of good judgement, integrity, and ethical decision-making.

These policies and guidelines promote fairness and equity and make it easy to understand our offerings, as well as outlining what we expect from employees and volunteers.  These guidelines and policies are developed in conjunction with the President & CEO of Parkinson Canada and the Head of People and Culture.  All guidelines and policies reflect adherence to all existing and current provincial employment standards, provincial labour laws and Human Right Legislation, and will be revised as new or updated legislation is passed.  In the event of any conflict, such legislation shall prevail.  This document supersedes all other volunteer and people-related policies.

These policies may change from time-to-time, and it is everyone’s responsibility to stay abreast of these changes.  The People & Culture team commits to ensuring that all updates are circulated to volunteers when changes are made.

It is important that you read, understand and follow the provisions summarized in this document.  In the appendices there is a Volunteer Acknowledgement form which you will be required to sign and return to the Department of People & Culture, acknowledging that you have read and will abide by these policies.  A violation of Parkinson Canada’s policies may result in disciplinary action, up to and including termination of volunteer duties and status.  If you have questions regarding interpretation of the contents of this manual, need any clarification on its contents or have any questions about a specific benefit or procedure, please speak with the Department of People and Culture.

Karen Lee                                                                  Dawnie Codina

President & CEO                                                     Director, People and Culture

Table of Contents

Introduction

Who we are

Parkinson Canada is a national registered charity accredited under the Imagine Canada Standards Program.  Our goal is to empower people affected by Parkinson’s to live well now.  We place people living with Parkinson’s are at the centre of all that we do.

Parkinson’s is a lifelong, incurable brain disease that occurs when brain cells involved in mobility and coordination are dying.  As a progressive disease, symptoms slowly worsen, and new ones develop over time.  More than 100,000 Canadians live with Parkinson’s and that number is expected to increase substantially.  There is no cure, but life with Parkinson’s is still possible.

At Parkinson Canada, people living with Parkinson’s are at the centre of everything we do.  We empower the Parkinson’s community through tailored programs and services, innovative research and raising the voice of Canadians impacted by Parkinson’s.

A national registered charity, Parkinson Canada can’t help Canadians impacted by Parkinson’s without the generosity of donors.

Culture

We are a collaborative organization where everyone is working towards the common goal of serving people living with Parkinson’s.  We are focused on dynamic and positive change to offer hope, help and support for every life touched by Parkinson’s while placing emphasis on the mental health and well-being of all our volunteers.

At Parkinson Canada we are strongly committed to Equity, Diversity, Inclusion and Justice within the Parkinson’s community.  We welcome everyone, including but not limited to: visible minorities, all religions and ethnicities, persons with disabilities, LGBTQ2S+ persons, and all others who may contribute to the further diversification of ideas.  We are continually developing and refining our tools and support systems to appropriately serve the diverse set of people that make up our organization.

Vision

A better life today for People Living with Parkinson’s; a world without Parkinson’s tomorrow.

Mission

Our mission is to transform the lives of People Living with Parkinson’s.  We do this through:

  • Research leading to the end of Parkinson’s
  • Advocacy bringing the voices of Parkinson’s to the forefront
  • Support helping People Living with Parkinson’s live well through education

Values

As we carry out our mission and strive to achieve our goals, we will always be true to our core values.

We believe in being:

  • Bold by embracing new ideas and confidently taking action.
  • Compassionate by striving always to walk in the shoes of those we serve.
  • Collaborative by working cooperatively with all stakeholders so that together we can achieve more.
  • Trustworthy by keeping our word and always doing what we promise.

1.0 Volunteer Status

Volunteer refers to any person who gives freely of their time, energy and skills, to provide services to Parkinson Canada, without financial or other compensation. Volunteers may be reimbursed for any authorized expenditures.

Any questions regarding volunteer classification should be directed to the Department of People and Culture.

2.0 Code of Conduct

Overview

Parkinson Canada’s Board Members, employees and volunteers have certain responsibilities to both Parkinson Canada and to other Board Members, employees and volunteers. They are expected to conduct themselves, and the work they perform on behalf of the organization, in a manner that safeguards its reputations and is respectful of all people with whom they come in contact.  These relate to things such as personal behaviour and use of Parkinson Canada resources. Parkinson Canada volunteers must conduct all organizational transactions in an ethical and lawful manner while recognizing their responsibility to represent Parkinson Canada’s best interests. Volunteers must comply in all instances with the guidelines governing codes of conduct, as they serve to promote the integrity of Parkinson Canada.

In most situations, use of common sense and good judgment will ensure satisfactory conduct. If you are ever in doubt, speak with your Supervisor, Manager or direct staff contact.

The Volunteer Engagement team in the Department of People and Culture supports and manages Parkinson Canada volunteers. If questions, issues, or conflicts arise that are specific to volunteer status or engagement, or that cannot be managed with the volunteer’s Supervisor or Manager, volunteers should speak to the People and Culture team.

The Code of Conduct aims to ensure Parkinson Canada activities are conducted in an open, fair and transparent manner. It defines acceptable behaviours, promotes the highest standards of practice and establishes a framework for ethical conduct and responsibilities for volunteers of Parkinson Canada.

Communications

Volunteers should develop, use and amplify Parkinson Canada communications (letters, email, social media, public speaking platforms, blogs) according to their respective roles and any policies or guidelines in place. They should use professional and respectful language when communicating information or speaking about Parkinson Canada to each other, members, donors, or clients. Only pre-authorized spokespersons should address media enquiries or speak on behalf of the organization in a public forum.

Compliance with the Law

Volunteers must comply with the legislation and regulations that affect how they carry out their work for the organization. These include federal and provincial laws relating to: registered charities; privacy; human rights; income and sales tax; health (protection of health information, mental health, protecting seniors and vulnerable persons, health and safety); corporations; employment law; and the Criminal Code.

Confidentiality

Volunteers may have access to information and documents relating to the organization, its clients, members, donors, volunteers, staff, strategic and organizational plans that are private and confidential in nature, and they should at all times respect and protect the privacy and confidentiality of this information.  Volunteers make a commitment and have an obligation to preserve the confidentiality and integrity of Parkinson Canada. All information is the property of Parkinson Canada and will be disclosed only when authorized by the client, the volunteers staff lead/manager, a member of Executive Management, or when the individual concerned is obligated legally or professionally to do so.

Conflict of Interest

Volunteers should protect the interests and reputation of Parkinson Canada by recognizing and taking steps to avoid situations in which their personal or private interests conflict or might conflict with their duties to Parkinson Canada. They should be aware that conflicts of interest can arise through various relationships including, but not limited to, family relationships, economic relationships and personal or intimate relationships.

Personal Gains

Volunteers should not use their status to obtain personal gain from any individual, organization or group that does or is seeking to do business with Parkinson Canada. They should neither seek nor accept gifts, payments, services, fees, special valuable privileges, trips, accommodations or loans from a client, supplier, donor, or member above a nominal value. Any offer of the above-mentioned should be approved by the Department of People and Culture prior to its acceptance.  Also, volunteers should not disclose information such as lists of members, donors or clients obtained because of their role with Parkinson Canada.

Ethical Fundraising

Volunteers involved in fundraising for Parkinson Canada should conduct such affairs in a responsible manner, consistent with the ethical obligations of stewardship, applicable laws and Parkinson Canada fundraising or gift acceptance guidelines.

Protection and Proper Use of Assets

In exceptional cases, volunteers may be provided with organization property and resources in the course of their role with Parkinson Canada.  Organization property is intended for business use only to ensure the efficient fulfillment of organizational purposes.  Limited personal use as necessary is allowable but should be the exception and not the rule.

Volunteers are required to protect the organization’s assets and to ensure they are kept in the best possible working condition and to use them to efficiently fulfill organizational purposes. These assets include property (facilities, computers, etc.), income (donations, membership fees), goodwill (reputation, stature in the community, ability to raise funds, appeal to prospective volunteers, board members, and staff), and information (about staff, volunteers, clients, donors, members, research funding applications, other).  Additionally, volunteers will not violate organizational policies or compromise the safety and wellbeing of the charities beneficiaries or associated vulnerable people through providing misinformation, or misspending or accepting funds resulting in financial loss, litigation or reputational loss.

All cases of wasting, misusing, destroying or stealing the organization’s assets or engaging in unusual or illegal activities must be immediately brought to the attention of the Department of People and Culture.

If a volunteer’s misuse of organization property damages that property, the organization reserves the right to require the volunteer to pay all or part of the cost to repair or replace the property.  Volunteer who is found to have neglected or misused organization property, or engaged in misappropriation of organization property, will be subject to disciplinary action up to and including termination, and/or possible criminal action.

Volunteers who leave Parkinson Canada, or who change roles so that organization property is no longer required, must return all objects, documents or data, etc. belonging to the company, such as computer equipment, databases, books, manuals, etc that were provided and observe related company guidelines and policies.

No volunteer should expect any privacy on organization premises or when using organization property or networks, except to the extent required by law or as may be specifically agreed to (e.g., in the context of information shared in the context of peer-to-peer programming). 

Respectful Conduct

Volunteers should treat clients, staff, donors, members, the public and each other with respect. They must avoid harassment, bullying, discrimination, or other behaviours that compromise the dignity and self-worth of others or abuse their human rights.

The reputation of Parkinson Canada is one of its most significant assets. Our reputation and work environment are based on the actions and behaviours of our Board Members, employees and volunteers. Through screening and training of Board Members, employees and volunteers, Parkinson Canada aims to recruit individuals who best embody the values and behaviours listed above. All Board Members ,employees and volunteers must comply with this Code of Conduct as it applies to them, as well as to any related policies and procedures.

The President & CEO with the Department of People and Culture are responsible for establishing a process to address non-compliance with the Code of Conduct, except where breaches are properly dealt with according to procedures under more specific policies.

3.0 Equity, Diversity and Inclusion

From coast to coast to coast, Parkinson Canada acknowledges the ancestral, treaty, and unceded territories of Inuit, Métis, and First Nations Peoples.

Parkinson Canada is committed to fostering, cultivating, and preserving a culture of diversity, equity, inclusion, and justice. The collective sum of individual differences, life experiences, knowledge, self-expression, capability, and talent invested by our employees and volunteers represents a significant part of our culture, our reputation, and our achievement.

Parkinson Canada follows the Ontario Human Rights Code (‘the Code’), the Accessibility for Ontarians with Disabilities Act (‘AODA’), and all other applicable provincial and territorial laws, including employment and human rights laws.

We embrace and encourage our employees’ and volunteers’ differences in age, citizenship, race, place of origin, ethnic origin, colour, disability, creed, sex/pregnancy, family status, sexual orientation, gender identity and expression, neurodivergence, and any other characteristics that make our employees and volunteers unique.

Parkinson Canada strives to integrate equity, diversity, inclusion, and justice into all aspects of our work, including programs and services, human resources and volunteer engagement, research, brand strategy, and governance.

Equity, Diversity, Inclusion, and Justice initiatives at Parkinson Canada are coordinated by the Department of People and Culture and the Equity, Diversity, Inclusion, and Justice Committee.

Responsibility

People and Culture

The Department of People and Culture (“People and Culture”) is the lead department with the EDIJ Committee, with an oversight, resourcing, and enabling mandate. People and Culture in consultation with the Executive Leadership Team and the President & CEO are responsible for ensuring this policy is followed.

EDIJ Committee

The Equity, Diversity, Inclusion and Justice Committee (‘the EDIJ Committee) is comprised of employees from across the organization with an interest in EDIJ in the workplace. The EDIJ Committee should be reflective of the diverse experiences and identities of Parkinson Canada employees, and where there are barriers to participation, the EDIJ Committee and/or the Department of People and Culture and/or the Executive Leadership Team must make every collaborative effort to reduce or eliminate those barriers. The EDIJ Committee works collaboratively with employees and departments across the organization.

The EDIJ Committee does not play any role in the acceptance or resolution of formal or individual complaints, such as those that have been made by employees or volunteers to People and Culture or Management.  Rather, the EDIJ Committee concerns itself with higher-level initiatives by:

  1. Developing outcomes and strategies related to EDIJ;
  2. Advising on policy development and review, training strategies, complaint resolution processes, accessibility of programs and services, systems review, and other initiatives;
  3. Communicating with and seeking input from the Parkinson Canada community regarding the activities and priorities of the EDIJ Committee.

Openings on the EDJI Committee for full-time or part-time permanent employees may occur at regular intervals as per the Terms of Reference, however, expressions of interest are always encouraged.  From time to time, the EDIJ Committee may partner with departments or teams across the organization, or with volunteers or external consultants. Inquiries, suggestions, or requests for a glossary of terms, can be made to the EDIJ Committee at diversity@parkinson.ca.

This policy does not supplant reporting or complaints procedures articulated elsewhere in this Manual.

4.0 Employment/Volunteering Practices

All Parkinson Canada People Policies seek to uphold the current standards and expectations required by federal law (where applicable) and the laws of the province in which the employee or volunteer is engaged. The CEO, together with the Department of People and Culture, work to understand and apply all legal standards, and this handbook will defer to these laws wherever applicable.

4.1 Equal Treatment

As per the Human Right Legislation in the various jurisdictions in which Parkinson Canada operates, every person has a right to equal treatment with respect to employment and volunteer service without discrimination or harassment because of race, sex, gender identity or expression, sexual orientation, faith, age, disability or any of the other protected grounds covered under Human Right Legislation.

If an employee believes they are being adversely affected in their employment or engagement with Parkinson Canada due to any ground of discrimination, they should discuss the matter with the Department of People & Culture. A third party will be identified in cases where the issue is deemed to originate with either the Department of People & Culture or the President & CEO.

Volunteers have the right to reasonable accommodation under Human Rights Legislation. Examples of reasonable accommodation may include, but are not limited to, technical aids or flexible work schedules.

4.2 Recruitment & Selection

Parkinson Canada is committed to strengthening our richness of diversity and is an equal opportunity employer.  The recruitment of highly talented volunteers is crucial to meeting our objectives and the continued success of the organization.

Parkinson Canada is committed to equity, diversity, inclusion and justice (EDIJ) and will exercise avenues of recruitment that complement our relatively unique positioning in the charitable landscape. Additionally, positions may be posted on platforms suitable to the position including Parkinson Canada’s website, and the websites of affiliated organizations.

Volunteers whose volunteer status is contingent on a background check are obliged to inform the Department of People and Culture immediately if their criminal record changes during their tenure with Parkinson Canada.

4.3 Anti-Nepotism

Parkinson Canada maintains a policy that allows the volunteer engagement or employment of those in a close personal relationship with current volunteers or employees.  These individuals may be considered for employment or volunteer opportunities based on the needs of the organization, qualifications and experience, provided the position does not create a potential or perceived conflict of interest.  The organization reserves the right to determine those other relationships that are not specifically mentioned here that may represent actual or potential conflicts of interest as well.

The intent of this guideline is to minimize potential conflicts of interest or problems in supervision, safety, security and/or morale. Parkinson Canada will attempt to avoid assignments that involve volunteer roles or working relationships of relatives or individuals with close personal relationships that may potentially lead to complaints of favouritism, lack of objectivity or morale and dissension problems (for example: reporting relationships).

A close personal relationship means a financial or family relationship, or a relationship that involves a degree of intimacy beyond that normally present between work colleagues or other members of the community.  It can also mean when any type of friendship develops where parties are involved one to one, on a regular basis, in any setting outside the organization.

Personal relationships with any employees or members of Parkinson Canada’s Board of Directors should be disclosed prior to accepting any offer to volunteer from the organization. Not disclosing this information would be considered contradictory to the Code of Conduct policy.

Any incidents of potential conflict of interest as a result of a close personal relationship amongst volunteers and/or employees should be brought to the attention of the Department of People & Culture for review.

4.4 Background Checks

To assist in managing operational risk at Parkinson Canada, volunteers in select roles as determined by the organization, may be requested to have a background check completed as a condition of the volunteer engagement at Parkinson Canada at the time an offer is made.  Parkinson Canada reserves the right to refuse an applicant based on the findings of the background check, subject to the requirements (if any) of applicable Human Rights Legislation.

An applicant will be advised during the interview process if a background check is required and that it may be a condition of volunteer engagement at Parkinson Canada. Parkinson Canada will cover the cost of a background check for applicants for volunteer positions utilizing a third-party, as required.

An offer of volunteer engagement may be made conditional on the completion of a background check. If the starting date is prior to the completion of the background check, the volunteer may start provided that the process is underway. In the event that the background check returns information regarding past offences, Parkinson Canada reserves the right to refuse the applicant, based on the nature of the offences and the position offered to the applicant, in accordance with applicable Human Right Legislation.

A report of the background check findings will be sent to the Department of People and Culture by the third-party provider. If the applicant does not successfully clear the background check to the satisfaction of Parkinson Canada, and has already started working, then the volunteer will be dismissed immediately without notice.

4.5 Equipment/Tools

In exceptional circumstances, the organization may provide specific tools/equipment for the volunteer to perform their current role. This may include computer hardware, computer software, email, voicemail, connectivity to host applications, and other applicable equipment as deemed necessary.

The use of equipment, software, and data supplies, when provided by Parkinson Canada for use at the remote work location, is limited to authorized persons and for purposes relating to organization business only. It is the volunteer’s responsibility to immediately report any malfunction or damage to their Supervisor or Manager, or to the Department of People and Culture, as applicable. The organization will provide for repairs to organization equipment. Volunteers are required to take all necessary precautions with regards to data and security protection when using either an organization computer or personal computer for work purposes. Please note, all computers used for Parkinson Canada business are subject to IT Department inspection.

The Volunteer understands that all equipment, records and materials provided by Parkinson Canada shall remain the property of the organization and agrees to return these items along with any upgrades that have been provided, in good working order, upon request or conclusion volunteer engagement.

5.0 Learning and Development

Parkinson Canada recognizes that effective learning and development offers benefits to volunteers and the organization, including higher standards of performance and engagement, leading edge industry knowledge and market trends, a greater ability to manage people and change, and increased motivation and role satisfaction.

Given this, Parkinson Canada is committed to learning, ensuring that training and development opportunities exist for volunteers.

Learning and development may be defined as any activity designed to help individuals become more effective in their role by improving, updating or refining knowledge and skills.  It encompasses a range of activities including involvement in various projects, attendance at training courses, webinars, conferences and seminars, visits to other institutions, and job shadowing.  

6.0 Health and Safety

Parkinson Canada, along with its employees and volunteers, must take reasonable precautions to ensure that the workplace is safe. Parkinson Canada complies with all requirements for creating a healthy and safe workplace in accordance with the Occupational Health and Safety legislation of the various provincial jurisdictions in which it operates.

From time to time, provincial governments create online resources to test employees’ knowledge of health and safety issues. Parkinson Canada may ask its employees and volunteers to review the resources and pass related testing.

Employees or volunteers who have health and safety concerns or identify potential hazards should contact Human Resources or the designated health and safety representative or joint health and safety committee, where applicable.

Parkinson Canada is aware that some persons may have allergies or sensitivities to perfumes, lotions, and/or colognes. As such, we discourage the overuse of these products.

6.1 Substance Use

Parkinson Canada desires to provide a work environment that is both healthy and comfortable for all its employees and volunteers, and therefore cares about the safety and ongoing work performance of its employees and volunteers. It is recognized that the use of alcohol or drugs may have serious adverse effects on employee and volunteer health, safety, and job performance.

Therefore, the consumption of, or being under the influence of, alcohol, illegal drugs, or recreational drugs during working or volunteering hours and breaks is prohibited.

Fitness for Duty

All volunteers and employees are expected to be fit for duty when reporting to work or volunteer assignment and remain fit for the duration of their shift. “Fit for duty” means a physical and mental state that allows an individual to perform their job or volunteer duties safely and effectively without impairment due to the use of or after-effects of alcohol, illegal drugs, recreational drugs, medications or health conditions.

No Exemption for Legal Marijuana Use

Marijuana is an impairing drug. Using it at work or volunteer assignment, or coming to work or volunteer assignment impaired by marijuana renders employees and volunteers unfit for duty.

6.2 Workplace Harassment

Parkinson Canada is committed to providing a work environment in which all volunteers and employees are treated with respect and dignity. Workplace harassment will not be tolerated from any person in the workplace, including from employees, supervisors, clients, volunteers, or members of the public.

In applying this policy, Parkinson Canada will use the current definition of harassment that applies in the jurisdiction at issue. For employees governed by Ontario law, the relevant definitions are set out below. For other provinces, applicable definitions are set out in Appendix “A”.  Parkinson Canada holds volunteers to the same standards as paid employees.

“Workplace Harassment” means engaging in a course of vexatious comment or conduct against an employee that is known, or ought reasonably to be known, to be unwelcome. It may also be Workplace Sexual Harassment, which means:

  • engaging in a course of vexatious comment or conduct against an employee in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; or
  • making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the employee and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Reasonable action taken by the employer or Manager relating to the management and direction of employees or the workplace is not Workplace Harassment.

When it is connected to a protected ground of discrimination under applicable human rights legislation, Workplace Harassment is a type of discrimination and can take many forms, such as:

  • Bullying
  • Teasing
  • Intimidating or offensive jokes or innuendos
  • Displaying or circulating offensive pictures or materials
  • Offensive or intimidating phone calls

Reporting

Volunteers are encouraged to report any incidents of workplace harassment to their Manager.  If the volunteer feels the issue is unresolved by their Manager, or if the complaint is against the Manager, the volunteer should report it to the Department of People and Culture.

No report of workplace harassment shall result in reprisal against the reporting volunteer.

Notwithstanding this policy, volunteers have a right to file a human rights complaint in respect of harassing conduct pursuant to applicable human rights legislation. This policy is not intended to discourage or prevent volunteers from exercising any other legal rights pursuant to any applicable law.

Investigation

Management and/or the Department of People and Culture will investigate and deal with all complaints or incidents of workplace harassment in a fair, respectful and timely manner. Specific investigation timelines will vary based on individual cases. Volunteers who have allegedly experienced Workplace Harassment or have been accused of Workplace Harassment will be informed of the results of any investigation by the Department of People and Culture as soon as possible after the investigation is completed.

Information provided about an incident or about a complaint will not be disclosed except as necessary to protect volunteers, to investigate the complaint or incident, and to take corrective action or as otherwise required by law. Such information will be retained for as long as it is reasonable to assume that such retention is necessary for legal or business purposes, which may vary from case to case. In all cases, Parkinson Canada will abide by any retention period which may be prescribed by applicable legislation.

All volunteers and employees are expected to adhere to this policy and will be held responsible by Parkinson Canada for not following it.  Anyone found in violation of the policy, regardless of their position with Parkinson Canada, will be subject to disciplinary action up to and including termination of employment or of volunteer engagement. Employees and volunteers will not be penalized or disciplined for reporting an incident in good faith or for participating in an investigation involving workplace harassment.

Parkinson Canada will provide appropriate training, consistent with its legal obligations in the provinces in which it operates, regarding Workplace Harassment.

6.3 Workplace Violence

Parkinson Canada is committed to providing a safe and healthy work and volunteering environment, and this includes the prevention of workplace violence. Parkinson Canada will take whatever steps are reasonable to protect our employees and volunteers from workplace violence from all sources.

In applying this policy, Parkinson Canada will use the current definition of violence that applies in the jurisdiction at issue. For employees governed by Ontario law, the relevant definitions are set out below. For other provinces, applicable definitions are set out in Appendix “B”.

“Workplace Violence” means an attempt to exercise physical force, or a statement or behaviour that the volunteer or employee could reasonably interpret as a threat to exercise physical force, against a volunteer or employee, in a workplace, that could cause physical injury to the volunteer or employee. This may include, but is not limited to:

  • verbally threatening to attack a volunteer or employee;
  • leaving threatening notes at or sending threatening e-mails in a workplace;
  • shaking a fist in a volunteer or employee’s face;
  • wielding a weapon in the workplace;
  • hitting or trying to hit a volunteer or employee;
  • throwing an object at a volunteer or employee; or,
  • sexual violence against a volunteer or employee.

Violent behaviour in the workplace is unacceptable from anyone. This policy applies to all employees, supervisors, volunteers, and clients. Everyone is expected to uphold this policy and to work together to prevent workplace violence.

Parkinson Canada, as the employer, will ensure this policy and any supporting programs are implemented and maintained.

Reporting of Incidents

Every volunteer and employee must work in compliance with this policy. Volunteers and employees are encouraged to immediately report any incidents of workplace violence, or threat of violence, to their Manager. If they are unable to contact their Manager, they should call either the Building Manager if appropriate in the circumstances, or Emergency Response (911).

If the volunteer or employee feels the issue is unresolved by their Manager, or if the complaint is against the Manager, the employee should report it to the Department of People and Culture, the Joint Health & Safety Committee, or a member of the Executive Leadership Team.

No report of workplace violence made in good faith shall result in reprisal against the reporting volunteer or employee.

Investigation

The Department of People and Culture and/or Management will investigate and handle all incidents and complaints of workplace violence in a fair and timely manner, respecting the privacy of all concerned as much as possible. Parkinson Canada will not disclose the circumstances related to an incident of violence or the names of the complainant, the person alleged to have committed the violence, and any witnesses, except to the extent necessary to: investigate the incident; take corrective action; inform the parties involved in the incident of the results of the investigation; inform workers of a specific or general threat of violence; or as required by law. In any event, Parkinson Canada will disclose only the minimum amount of personal information that is necessary to fulfill the purposes above.

This policy is not intended to discourage a volunteer or employee from exercising the volunteer or employee’s rights pursuant to any other law.

A volunteer or employee has the right to refuse work during an investigation. The volunteer or employee engaging in the work refusal is to remain available for the investigation.

Any volunteer or employee who has been harmed by an incident of violence is advised to call Emergency Services (911), consult a health care provider and/or to seek post-incident counselling, if appropriate.

The results of the investigation will be kept in a secure area with the Department of People and Culture.

Parkinson Canada may also respond to incidents or threats of workplace violence in a number of other ways that could include but may not be limited to removing identified risk factors, volunteer and/or employee training, reassignment of duties or roles as well as requiring volunteers or employees to take a leave of absence or to obtain counselling.

6.4  Accessible Customer Service

Parkinson Canada is committed to excellence in serving all clients, including people living with disabilities. Guided by the principles of dignity, integration, independence and equality of opportunity, we will attempt to identify potential barriers, and find ways to work around those barriers in order to ensure that wherever possible our services are accessible for all clients.

Our office at 4211 Yonge Street, Suite 316, Toronto, ON M2P 2A9 is largely wheelchair accessible. The facility is one level with wide entrances between spaces internally making it easy to flow through the building. There are no steps leading to the front door, only a curbside which may present a mobility issue (Parkinson Canada is able to offer assistance). We offer a wheelchair accessible restroom onsite. Operations staff are present to assist clients if they are unable to enter the rear of the building.

PROCEDURE:

Making services accessible to clients living with disabilities is supported by way of:

  • Use of assistive devices
  • Use of service animals
  • Use of support persons
  • Employee training
  • Communication strategies
  • Feedback process
  • Ongoing policy modifications.

Assistive Devices:
Parkinson Canada will ensure that volunteers and employees are trained and familiar with various assistive devices that may be used by clients living with disabilities while accessing our services. Volunteers and employees will endeavour to offer helpful measures and information in order to make our services more accessible for those using assistive devices.

Use of Service Animals:
We welcome both people living with disabilities and their service animals. Service animals are allowed in or on the parts of our premises that are open to the public. If necessary, documentation from a regulated health professional may be supplied to confirm that a service animal is required for reasons relating to a disability.

Use of Support Persons:
A person living with a disability who is accompanied by a support person will be welcome to have that person accompany them on our premises and into meetings or sessions involving the client, at the client’s discretion. A support person does not have to be a paid support worker but may include a family member, friend, or volunteer.

Training:
Parkinson Canada will provide training to all employees and volunteers who deal with the public on the Parkinson Canada’s behalf. This training will be provided as part of the organization’s orientation process.

Employees and volunteers will be given training in the following areas:

  • An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard
  • The organization’s policy and procedures for providing accessible services to clients in accordance with the customer service standard
  • How to interact with people living with various types of disabilities
  • What to do if a person living with a disability is having difficulty accessing our premises or services.

Communication Strategies:
Parkinson Canada will use a variety of communication strategies in order to try and accommodate the various ways that people living with disabilities communicate. Communication includes verbal, written and electronic communication. Reasonable efforts shall be made to ensure that communication is presented in a manner that is accessible by providing accessible formats or communication supports on request. The communication strategy extends to posting notices if and when an accessibility feature or service is unavailable or temporarily out of service. The notice will advise clients of the reason for the disruption, how long the service will be unavailable, and a description of alternate services or facilities, if available. The notice will be posted at all sites affected by the disruption.

Feedback Process:
In an attempt to enhance policies and procedures in the area of accessible
customer service, Parkinson Canada welcomes and encourages ongoing feedback. Clients who wish to provide feedback on the way Parkinson Canada provides services to people living with disabilities can do so by telephone, in writing or by email. If requested, we will arrange for the provision of accessible formats and/or communication supports. All feedback should be directed to the Senior Manager, Human Resources and Volunteer Engagement or designate. Under normal circumstances, clients can expect to hear back within 3 business days. Complaints will be addressed in accordance with the organization’s Voicing
Concerns/Grievances form and process.

Feedback should be directed to the Department of People & Culture and Volunteer Engagement in any of the following ways:

  • By Telephone: 800-565-3000
  • Via Email: human.resources@parkinson.ca; volunteers@parkinson.ca
  • In writing: 4211 Yonge Street, Suite 316, Toronto, ON M2P 2A9

Ongoing Policy Modifications:
In keeping with our commitment to provide accessible services, Parkinson Canada will review its policies on an ongoing basis to ensure that they respect and promote the dignity and independence of people living with disabilities.

7.0 Volunteer File Management

Parkinson Canada will safeguard and protect all confidential volunteer records. The Information contained in the volunteer’s personnel file will not be disclosed without the written permission of the individual.

Personnel records are considered confidential and are kept in a secure location. Personal information is considered confidential and is treated in a manner that complies with applicable privacy legislation.

Volunteers may ask to examine their personnel file upon request.

All reports, working papers, data, documentation, and other records relating to Parkinson Canada business, or any Parkinson Canada assignments produced for Parkinson Canada during an individual’s association, shall be the property of Parkinson Canada. All such items and materials shall be left with Parkinson Canada upon termination of volunteer engagement.

8.0 Communication/Public Relations

Communication is important to the mission and vision of Parkinson Canada. The organization strives to ensure that communication from Parkinson Canada is consistent, coordinated, effectively managed and responsive to the diverse needs of our members, donors, and clients. Furthermore, it will help us provide timely, accurate and high-quality information about programs, services, and business activities.

8.1 Speaking on Behalf of Parkinson Canada

Volunteers should not speak on behalf of Parkinson Canada without prior written authorization from their manager. Speaking includes but is not limited to: public statements to the media, or to community or private organizations; or coalition or lobbying efforts with other organizations or members of government. Volunteers may not enter into any agreements involving contractual or other financial obligations, on behalf of Parkinson Canada. Volunteers are authorized to act as representatives of Parkinson Canada as specifically indicated in their role descriptions and/or to the extent of such written authorization from their manager.

Volunteers who receive direct requests to speak on behalf of Parkinson Canada must refer the request, including all relevant information, to their manager immediately. Volunteers should not contact organizations or individuals on behalf of Parkinson Canada unless they are given prior permission in writing to do so by their manager.

Parkinson Canada supports and encourages volunteers in sharing their lived experiences with Parkinson’s, whether as a Person Living with Parkinson’s, a Care Partner, family member, or any volunteer who gives their time, talent and energy to support the Parkinson’s community.

8.2 Use of Parkinson Canada Logo

Parkinson Canada’s logo is an important symbol for our organization, and we need to be careful in how it is circulated for use. Before using Parkinson Canada’s logo on any advertising or merchandise, employees and volunteers must make sure they are using the most current version and are in compliance with our brand standards to ensure the continuity of branding.  With branding, there are rules to be followed about the size of the logo that is used, and the exact colours that are used when the logo is reproduced.

Employees and volunteers must contact communications@parkinson.ca and obtain approval whenever the Parkinson Canada logo is to be reproduced or utilized when designing merchandise or other materials for public distribution.

8.3 Social Media

Communication is important to the mission and vision of Parkinson Canada and social media is a critical and relevant way to facilitate two-way communication with broad audiences as well as individuals. For the purposes of this policy, the term social media refers to social networks, websites and applications that enable business and personal users to create and share content and to participate in social networking, including blogs, online chat, wikis, online forums that exist now and/or that may be introduced in the future, including (but not limited to) platforms such as Facebook, Twitter, Instagram and LinkedIn. This social media policy complements existing communication(s) policies and is intended to ensure that the organization is accessible and accountable to its donors, members, and the clients we serve.

Only those approved by Marketing and/or Communications are permitted to officially represent Parkinson Canada online (i.e. on social media, other websites, via mass email, etc.). If you have questions or require approval, please email communications@parkinson.ca.

Employees and volunteers are welcome to identify their connection to Parkinson Canada when using personal social media accounts and are encouraged to participate in online communications and conversations with the Parkinson Canada online community, such as identifying themselves as a Parkinson Canada employee or volunteer on LinkedIn.

Individuals are responsible to ensure that content (posts, images, links, etc.) reflects the values of Parkinson Canada and that information about the organization and its affiliated members is shared in a respectful manner. Individuals must clearly indicate that their account represents their personal views and not those of Parkinson Canada. Employees and volunteers should be aware of the effect their actions may have on their images, as well as Parkinson Canada’s image.

No social media account(s) shall be created, managed or maintained by any staff or volunteer outside of the Marketing Department.  Any and all accounts referring to Parkinson Canada, it’s groups or activities, may be requested for administrative access, passwords, and may be disabled at the discretion of the Parkinson Canada Marketing Department.

9.0 Participation and Travel Support Policy

AUTHORIZATION: This policy was approved by the Parkinson Canada CEO on June 13, 2022.

DATE FOR RENEWAL: This policy is to be reviewed every 5 years. The date for renewal is June 11, 2027.

Policy Application

This policy applies to all Board, Committee, and Council members with a disability who may require support in participating in meetings or traveling on official Parkinson Canada business.

Policy Objective

If a Parkinson Canada Board, Committee, or Council member has a disability and requires assistance by way of a care partner in order to complete Parkinson Canada official business, they can receive support from a willing care partner who will volunteer to attend and support their work.

To establish eligibility, the Board, Committee, or Council member must first make a request in writing to the CEO outlining their needs. The CEO will assess and establish the role of the care partner, taking into consideration the Board, Committee, or Council member’s particular needs. The CEO may consult with the Governance Committee and will establish the role.

The CEO will consider if a care partner is needed for travel, attending meetings, or anything else that might be required to support the member.

Care partners must fill out a custom application form, complete a background check, and pass through any other screening required that the Board, Committee, or Council member complete. They will receive access to confidential information and must sign a non-disclosure agreement, as well as declare any conflicts of interest as they arise. (Note: the application form is to be drafted and linked here).

Care partners can sit in on meetings, meals, and events as needed to support the member, however a care partner is not eligible to vote or participate in official business.

A selected care partner cannot be a current staff member at Parkinson Canada, neither can a care partner receive any time remuneration.

Travel Reimbursements

If a Board, Committee, or Council member are required to travel, and require their care partner, the care partners are eligible for expense reimbursement through the procedure outlined in the Travel Expense Policy.

If a care partner is required to travel to support a member on official Parkinson Canada business, travel must be approved in advance.

Air/Train

Care partners must first seek out to qualify as a support person as defined in the Accessible Transportation for Persons with Disabilities Regulations SOR/2019-244 in order to access air and train travel. However, if such designation cannot be obtained, Parkinson Canada will reimburse the care partner in accordance with our Travel & Expense Reimbursement Policy.

Milage

When travelling using a personal vehicle, only the milage for either the care partner, Board, Committee, or Council member will be reimbursed as it is expected that when travelling by personal vehicle, the care partner travels in the same vehicle as the Board, Committee, or Council member that requires their support. Approved milage will be in accordance with Parkinson Canada Travel & Expense Policy.

Meal

When required to travel for official Parkinson Canada business, care partners will be eligible for meal expenses in accordance with Parkinson Canada Travel Expense Policy.

Exceptions

Occasionally, a policy will not cover a specific expenditure. Similarly, the facts and circumstances relating to a particular item of expense may justify an exception to the letter of the policy. Board, Committee, or Council members, as well as care partners are to seek prior approval from management in questionable situations.

9.1 Travel Expense Reimbursement Policy

AUTHORIZATION: This policy was approved by the Parkinson Canada CEO on June 13, 2022.

DATE FOR RENEWAL: This policy is to be reviewed every 5 years. The date for renewal is June 11, 2027.

Policy Application

This policy applies to all staff and volunteers at all levels of the organization.

Policy Objective

Parkinson Canada will reimburse pre-authorized out-of-pocket expenditures which are business-related and incurred by a staff member or volunteer on official Parkinson Canada Business that is reasonable and consistent with Parkinson Canada policies.

Expense Form & Approvals

Expense Form

Everyone claiming expense reimbursement must provide original receipts, attached to an expense report with approval provided by the appropriate individual (see Approvals section below)

Expense reports must be completed, signed, and submitted within 30 days of the expenses for timely reimbursement. A copy of the current expense form is available through the Finance Department.

Approvals

Staff Members: All out-of-pocket travel expenses must be approved by the appropriate staff member in advance. Travel expenses can include meals, transportation, and accommodations. Staff will not be reimbursed for expenses incurred when a suitable alternative is provided by Parkinson Canada and this alternative was made known in advance. For example, meal expenses will not be reimbursed for meetings where a meal has been provided by Parkinson Canada.

Board Members: Board members are entitled to be reimbursed for expenses incurred during activities required to carry out their duties on behalf of the Corporation. Board member expenses must be documented on the current expense form and be approved by the Chair of the Board. The Chair may delegate this to Vice-President, Finance provided that expenses in excess of those set out in the expense policy are referred to the Chair and a regular report is provided on Board expense activity. The Chair’s own expenses may also be managed by the Vice-President, Finance, provided these expenses are disclosed to the Board on a regular basis.

Other Volunteers: There may be times when volunteers are entitled to be reimbursed for expenses incurred during activities required to carry out their duties on behalf of the Corporation. Volunteers must have the expense approved in advance of the transaction.  Volunteer expenses must be documented on the expense form and be approved by their appropriate staff liaison.

Meals

When travelling on Parkinson Canada official business, the maximum reimbursement rates for individual meals will be reimbursed at an established rate in line with the CRA’s directive on Travel. The CRA Directive on Travel for daily meal rates can be found under “Appendix B: Daily Meal and Allowances, Section 1.1 Meal Allowances.”

https://www.canada.ca/en/revenue-agency/corporate/about-canada-revenue-agency-cra/travel- directive/travel-directive-appendix.html#toc1

As the CRA Directive on Travel is updated quarterly the maximum meal reimbursement rates will be based on the province and quarter travel took place. The maximum rates per individual meal may be exceeded provided that the total cost for the day does not exceed the daily maximum. The maximum daily rate for meals may only be exceeded in exceptional circumstances, with the explanation provided on the claim for reimbursement. The approver will determine whether such claims are reasonable under the circumstances. These maximums included taxes and gratuities.

International Travel Meal Allowances

When travelling on Parkinson Canada official business outside of Canada or United States of America, the maximum reimbursement rates for individual meals will be reimbursed at an established rate in line with the CRA’s directive on Travel. The CRA Directive on Travel for daily meal rates for locations around the world can be found under “Appendix C: Daily Meal Rates at Locations Abroad.” https://www.canada.ca/en/revenue-agency/corporate/about-canada-revenue-agency-cra/travel- directive/travel-directive-appendix.html#toc1

As the CRA Directive on Travel is updated quarterly the maximum meal reimbursement rates will be based on the location and quarter travel took place. These maximums included taxes and gratuity.

Alcohol

The maximum meal reimbursement listed above is not intended to cover expenses associated with alcohol. If a staff member or volunteer chooses to consume alcohol it will not be reimbursed.

If a staff member or volunteer is entertaining on behalf of the Parkinson Canada to advance its interests, particularly as it relates to sponsors, donors or volunteers, Parkinson Canada will reimburse expenses associated with alcohol permitting approval by the CEO.

In order for the reimbursement expense to be approved, the reason for the meeting and who attended must be clearly stated and submitted with the receipt.

Transportation

Travel must be approved in advance by the supervisor/staff liaison in order to claim for expense reimbursement. The mode of travel should be the most economical, convenient, and available option appropriate for the person’s level of health. Non-cancelable travel should not normally be booked.

Air

Staff and volunteers are required to utilize the most efficient cost-effective option for travel. Only fares at the economy level that allows for amendments and cancellation will be reimbursed (Ie. “Economy Fare” or “Economy Plus” if required to select an option with cancellations and amendments). It is reasonable to book direct flights.

Exceptions may be considered for “Business Class” upgrades when flights exceed six hours, or if a flight exceeds five hours and the staff member or volunteer is heading straight into a meeting.

Air fare must include cancellation insurance. Consult a Parkinson Canada administrator if you would like to book with our affiliated travel agency.

Train

Only an “Economy Class” ticket option is permitted for official Parkinson Canada business and must include cancelation insurance. Exceptions must be approved by the CEO.

Exceptions may be considered for “Business Class” when train travel exceeds one hour.

Cars/Milage

When a personal vehicle is required for official Parkinson Canada business, approved mileage costs will be reimbursed at an established rate in line with the CRA’s Directive on Travel. The CRA Directive on Travel can be found here under “Appendix A: CRA Kilometric Rates.” https://www.canada.ca/en/revenue-agency/corporate/about-canada-revenue-agency-cra/travel- directive/travel-directive-appendix.html#toc1

As the CRA Directive on Travel is updated quarterly, milage reimbursement will be based on the province and quarter travel took place. This amount covers any fuel expenses, as well as any wear and tear on the vehicle.

Taxi/Ridesharing Apps

Staff and volunteers will be reimbursed for approved taxi or ridesharing application costs (such as Uber) as required for Parkinson Canada official business. Taxi chits may be provided for taxis used for Parkinson Canada business which may include special fundraising events and between two work locations. However, when an alternative and cost-effective method of travel has been arranged, for example, group shuttle service, staff are expected to use this alternative.

Parking

Staff and volunteers will be reimbursed for approved reasonable parking costs during travel for Parkinson Canada business.

Accommodations

Typically, accommodation arrangements will be made by and billed directly to Parkinson Canada. In pre- approved or exceptional instances where a staff member or volunteer arrange for or pay for their own accommodation when staying overnight on Parkinson Canada business, reimbursement will be provided for moderately priced accommodations. Luxury accommodation will not be reimbursed.

Other Considerations

If a staff member or volunteer is a person with Parkinson’s and requires a care partner, care partners are

eligible for expense reimbursement. Please see Parkinson Canada’s Participation & Travel Policy.

Expense Reports

Expense reports are to be submitted with the original receipts attached. If submitting the expense report electronically, original receipts must be scanned and attached. Expense reports must be

approved by a supervisor/staff liaison, and must be completed, signed, and submitted within 30 days of the expenses for timely reimbursement.

Once the staff member or volunteer has completed the expense report and attached all proofs of purchases, they will submit the package to their supervisor/staff liaison for approval. Once approved, the approver will forward to Accounts Payable for reimbursement.

Exceptions

Occasionally, a policy will not cover a specific expenditure. Similarly, the facts and circumstances relating to a particular item of expense may justify an exception to the letter of the policy. Staff and volunteers are to seek prior approval from management in questionable situations. Board members are to seek approval from the Board Chair in questionable situations.

Exceptions

Occasionally, a policy will not cover a specific expenditure. Similarly, the facts and circumstances relating to a particular item of expense may justify an exception to the letter of the policy. Staff and volunteers are to seek prior approval from management in questionable situations. Staff and volunteers are to seek prior approval from management in questionable situations. Board members are to seek approval from the Board Chair in questionable situations.

10.0 Volunteer Rights

Parkinson Canada values our volunteers and supports their vital role in achieving our mission.  Parkinson Canada affirms and upholds volunteer rights and responsibilities as articulated in the Canadian Code for Volunteer Involvement (CCVI).

Parkinson Canada affirms and upholds the rights of volunteers, including the rights to:

  • be treated with dignity and respect.
  • be recognized as a vital human resource supported by appropriate infrastructure.
  • be given meaningful assignments.
  • participate in ongoing training and receive support in their role.
  • receive effective supervision with opportunities to give and receive feedback.
  • regular performance evaluations.
  • have contributions appreciated and recognized, and;
  • to be reimbursed for approved business-related expenses.

Parkinson Canada also expects volunteers to adhere to standards of practice and volunteer responsibilities, including:

  • act with integrity and respect for Parkinson Canada, our cause, people living with and affected by Parkinson’s, staff, and stakeholders.
  • arrive on-time and as scheduled and meet your commitments.
  • be responsive to communications from staff and volunteers.
  • participate in onboarding, orientation, training, and meetings.
  • strictly adhere to Parkinson Canada’s policies regarding privacy, confidentiality and non-disclosure, and;
  • accept guidance and decisions from the manager and the Department of People and Culture.

11.0 Transitioning from Employment to Volunteering

Parkinson Canada recognizes that many employees have a personal connection to the cause of the organization and therefore wish to remain affiliated with Parkinson Canada even after they have moved on from employment with the organization.

To that end, former employees are permitted to apply to become a volunteer upon the conclusion of their full or part-time employment with Parkinson Canada.

Former employees will be vetted through the same process as all external volunteer candidates.  To prevent any conflict of interest, or perceived conflict of interest, former employees are encouraged to apply to volunteer in other areas of the organization from where they worked.

Former employees of Parkinson Canada are prohibited from being a volunteer in the same area/department in which they were employed until a period of 18 months as passed from their last day of work in that area/department. The 18 month gap between employment and volunteering does not guarantee a volunteer applicant will be approved.

12.0 Volunteer Separation

Voluntary Resignation

We encourage all volunteers who are either permanently or temporarily leaving Parkinson Canada to provide adequate notice, to allow for planning and recruitment that support continuity of programs and services. Notice should be given to the volunteer’s manager and copied to the Department of People and Culture.

Involuntary Separation

Failure to comply with organizational policies, or actions that contradict the mission or vision, will be discussed with the volunteer, and documented in the volunteer record.

If a volunteer is no longer able to perform the duties required by their role, the volunteer will be asked to attend an interview with the Department of People and Culture. Potential results of this interview may include changing volunteer roles, mandatory retraining, taking a leave, suspension from volunteer service, resignation, or dismissal.

If a volunteer’s actions do not support the vision, mission and values of Parkinson Canada, or the volunteer breaches Parkinson Canada policies, the volunteer will be asked to attend an interview with the Department of People and Culture. Potential results of these interviews may include mandatory retraining, suspension from volunteer service, resignation, or dismissal.

In the event of dismissal, a termination interview will be held with the volunteer’s manager and the Department of People & Culture.  A summary of the interview will be documented in the volunteer’s record.

Volunteer Re-engagement

If a volunteer wishes to resume volunteer service after an absence of one year or more, they will be required to attend a re-assessment interview with the Department of People and Culture. If accepted, the volunteer may be required to participate in volunteer training, review volunteer policies, and review and sign agreements on confidentiality, privacy, non-disclosure and conflict of interest. Depending on the length of absence and the volunteer role, volunteers may be required to undergo a background check.

Appendix C

Nova Scotia
Harassment “Harass” means to engage in a course of vexatious conduct or comment that is known or ought reasonably to be known to be unwelcome (Human Rights Act, RSNS 1989 c 214).

“Sexual Harassment” means: (i) vexatious sexual conduct or a course of comment that is known or ought reasonably to be known as unwelcome, (ii) a sexual solicitation or advance made to an individual by another individual where the other individual is in a position to confer a benefit on, or deny a benefit to, the individual to whom the solicitation or advance is made, where the individual who makes the solicitation or advance knows or ought reasonably to know that it is unwelcome, or (iii) a reprisal or threat of reprisal against an individual for rejecting a sexual solicitation or advance (Human Rights Act, RSNS 1989 c 214).
New Brunswick
Harassment

 

 “Harassment” , in a place of employment, means any objectionable or offensive behaviour that is known or ought reasonably to be known to be unwelcome, including bullying or any other conduct, comment or display made on either a one-time or repeated basis that threatens the health or safety of an employee, and includes sexual harassment, but does not include reasonable conduct of an employer in respect of the management and direction of employees at the place of employment (General Regulation, NB Reg 91-191).

“Sexually Harass” means engage in vexatious comment or conduct of a sexual nature that is known or ought reasonably to be known to be unwelcome (Human Rights Act, RSNB  2011, c 171).
Quebec
Harassment “Psychological Harassment” means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. For greater certainty, psychological harassment includes such behaviour in the form of such verbal comments, actions or gestures of a sexual nature. A single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment (An Act Respecting Labour Standards CQLR c. N-1.1).
Manitoba
Harassment “Harassment” means (a) objectionable conduct that creates a risk to the health of a worker; or (b) severe conduct that adversely affects a worker’s psychological or physical well-being. Harassing conduct includes a written or verbal comment, a physical act or gesture or a display, or any combination of them.

Conduct is “objectionable” if it is based on race, creed, religion, colour, sex, sexual orientation, gender-determined characteristics, marital status, family status, source of income, political belief, political association, political activity, disability, physical size or weight, age, nationality, ancestry or place of origin.

Conduct is “severe” if it could reasonably cause a worker to be humiliated or intimidated and is repeated, or in the case of a single occurrence, has a lasting, harmful effect on a worker.

Reasonable conduct of an employer or supervisor in respect of the management and direction of workers or the workplace does not constitute harassment (Workplace Safety and Health Regulation Man Reg 217/2006).

“Harassment” means (a) a course of abusive and unwelcome conduct or comment undertaken or made on the basis of any protected characteristic or (b) a series of objectionable and unwelcome sexual solicitations or advances; or (c) a sexual solicitation or advance made by a person who is in a position to confer any benefit on, or deny any benefit to, the recipient of the solicitation or advance, if the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; or (d) a reprisal or threat of reprisal for rejecting a sexual solicitation or advance (The Human Rights Code, CCSM c H175).
Saskatchewan
Harassment “Harassment” means any inappropriate conduct, comment, display, action or gesture by a person:

(i) that either: (A) is based on race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or (B) adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and (ii) that constitutes a threat to the health or safety of the worker.

To constitute “harassment” for the purposes of paragraph (i)(B), either of the following must be established: (a) repeated conduct, comments, displays, actions or gestures; (b) a single, serious occurrence of conduct, or a single, serious comment, display, action or gesture, that has a lasting, harmful effect on the worker.

For the purposes of paragraph (i)(B), “harassment” does not include any reasonable action that is taken by an employer, or a manager or supervisor employed or engaged by an employer, relating to the management and direction of the employer’s workers or the place of employment (The Saskatchewan Employment Act, SS 2013, c S-15.1).
Alberta
Harassment “Harassment” means any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker’s health and safety, and includes (i) conduct, comment, bullying or action because of race, religious beliefs, colour, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, gender, gender identity, gender expression and sexual orientation, and (ii) a sexual solicitation or advance, but excludes any reasonable conduct of an employer or supervisor in respect of the management of workers or a work site (Occupational Health and Safety Act, SA 2020, c O-2.2).
British Columbia
Bullying and Harassment “Bullying and Harassment” (a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but (b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. A ‘person’ includes any individual, whether or not they are a workplace party. This means that a ‘person’ could be a workplace party such as an employer, supervisor, or co-worker, or a non-workplace party such as a member of the public, a client, or anyone a worker comes into contact with at the workplace. (Policy Item P2-22-1, Worker Duties – Workplace Bullying and Harassment, pursuant to the Workers Compensation Act, RSBC 2019, c 1).

Appendix D

Nova Scotia
Violence  “Violence” means any of the following: (i) threats, including a threatening statement or threatening behaviour that gives an employee reasonable cause to believe that the employee is at risk of physical injury, (ii) conduct or attempted conduct of a person that endangers the physical health or physical safety of an employee (Violence in the Workplace Regulations NS Reg 209/2007).

New Brunswick
Violence “Violence” , in a place of employment, means the attempted or actual use of physical force against an employee, or any threatening statement or behaviour that gives an employee reasonable cause to believe that physical force will be used against the employee, and includes sexual violence, intimate partner violence and domestic violence (General Regulation, NB Reg 91-191).

Manitoba
Violence

 

 “Violence” means (a) the attempted or actual exercise of physical force against a person; and (b) any threatening statement or behaviour that gives a person reasonable cause to believe that physical force will be used against the person (Workplace Safety and Health Regulation Man Reg 217/2006).

Saskatchewan
Violence “Violence” means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury and includes any threatening statement or behaviour that gives a worker reasonable cause to believe that the worker is at risk of injury.  (The Occupational Health and Safety Regulations, 2020 Regulation 3-26 Violence).

 

 

Alberta
Violence “Violence”, whether at a work site or work-related, means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual violence (The Occupational Health and Safety Regulations, 1996, RRS c O-1.1 Reg 1).

British Columbia
Violence “Violence” means the attempted or actual exercise by a person, other than a worker, of any physical force so as to cause injury to a worker, and includes any threatening statement or behaviour which gives a worker reasonable cause to believe that he or she is at risk of injury (Occupational Health and Safety Regulation, BC Reg 296/97).