You have a right to a workplace that is safe. That means your workplace should be free of physical dangers, harassment, and discrimination. Patterns of harassment and discrimination are not “just words” and can include negative consequences on your employment (e.g. refusal to appoint to contracts, not being considered for promotion, etc.), mental health, or even escalate to physical violence.
Harassment is any behaviour that should be reasonably known to be unwelcome. It is usually repeated, but it can be an isolated incident if the behaviour is serious. Examples of harassment include sexual commentary, a pattern of sustained personal attacks or insults (including demeaning gossip shared with the intent to ostracize), and repeated phone calls/emails/social media messages after being asked to stop.
Discrimination is differential treatment of an individual on the basis of their race, ethnicity, gender, sexuality, disability, or any other protected grounds. Our collective agreements also expands on protected grounds, for example protecting you from discrimination on the basis of political beliefs. Discrimination isn’t always as obvious as the use of slurs. It can also be a pattern of comments or behaviours that are based on stereotypes of race, gender, ability, or sexuality. Denying someone work based on a protected characteristic is a form of discrimination.
Harassment and discrimination can occur from course directors, teaching assistants, administrators, or students – essentially, anyone you interact with in your employment capacity. Regardless of the perpetrator, the employer has a responsibility to guarantee you a workplace free from harassment and discrimination.
Workplace Violence Process
If a situation is physically unsafe, remove yourself from the situation as soon as it is safe to do so. Once you are in a safe place, report the incident as soon as possible.
Harassment and discrimination are not only a violation of the collective agreement; they are a violation of the law. Don’t accept that this is “how things are” or that you should “go along to get along”. If something doesn’t feel right, come talk to us. Even if you’re not sure it amounts to legal harassment or discrimination, we can talk through your options, help think through next steps (including if you don’t want to go through formal complaints or processes), connect you to community resources and supports, or just hear you out – whatever level of support you need.
Your first point of contact is Nadia Kanani, CUPE 3903 Equity Officer (cupe3903equity@gmail.com). Any conversation you have with Nadia is strictly confidential, and does not obligate you to take any further steps.