Policies and procedures for subcontractors Workplace Violence Smoking in the Workplace Workplace Harassment Accessibility Standards for Customer Service

Workplace Violence (

Cruickshank is committed to taking all reasonable steps to ensure the health, safety and dignity of all employees and workers in its workplace. Employees and workers have the right to work in a safe and respectful environment, free of physical violence. Any threats or acts of violence by or against employees or workers or the public are unacceptable and will not be tolerated. Cruickshank is committed to meeting or exceeding all of the legal requirements, duties and standards set by the Occupational Health and Safety Act (OHSA) and its applicable regulations related to workplace violence. This policy prohibits reprisals against individuals, acting in good faith, who report incidents of workplace violence or act as witnesses. If it is determined by the company that an employee has knowingly made false statements regarding an allegation related to violence, immediate disciplinary action will be taken.

The purpose of this policy is to ensure that:

  • Individuals understand that acts of violence are considered a serious matter for which immediate action will be taken.
  • Individuals subjected to threats or acts of violence are encouraged to report all such incidents immediately to their supervisor or Human Resources Department.
  • Individuals have available recourse if they are subjected to, or become aware of, situations involving workplace violence.
  • An assessment will be conducted to assess the risk and/or potential risk of violence in the workplace.
  • Written measures and procedures will be established to eliminate and/or reduce the risk of workplace violence.

This policy applies to all those working for the organization including employees and contract service providers. It applies not only during working time, but to any activities on or off of company premises which could reasonably be associated with the workplace. Every individual at Cruickshank has responsibilities to ensure a healthy, safe and respectful work environment. This policy recognizes that workplace violence may occur between co-workers, workers and clients/customers and workers and strangers.

“Workplace” is defined under the Occupational Health and Safety Act as any land, premises, location or thing at, upon, in or near which a worker works.

“Workplace violence” is defined as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker; any threat, behaviour or action which is interpreted to carry the potential to harm or endanger the safety of others, result in an act of aggression, or destroy or damage property or disruptive behaviour that is not appropriate to the work environment (for example, yelling or swearing).

As an employee of Cruickshank, your responsibilities are to:

  • Act respectfully at work and while conducting work related activities.
  • Attend training and education sessions when required.
  • Make every effort to prevent and eliminate violence in the work environment and to intervene immediately by advising their supervisor if they observe a problem or if a problem is reported to them.
  • Cooperate with investigations.
  • Follow the measures and procedures set out in Cruickshank’s violence and harassment prevention program.

Each and every incident of violence in the workplace shall be reported immediately to the supervisor. This policy is posted at every job site.

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Smoking in the Workplace (

Cruickshank is committed to promoting and protecting the health of its employees. Accordingly, we promote and maintain a smoke-free workplace in accordance with provincial legislation.

Smoking is not permitted inside any enclosed workplace, which includes company vehicles. Smoking is permitted outside only in an area designated as a “Smoking Area”. Designated receptacles must be used to dispose of cigarettes, matches and related paraphernalia. Littering is strictly forbidden. Smoking can only occur before and after working hours, during lunch periods, and designated rest or break periods. Smokers are not permitted additional “smoke breaks”. In the event a non-smoker has a complaint about tobacco smoke in or around the workplace, the concern of the non-smoker shall prevail.

An employee who smokes in the workplace is in contravention of this policy and will be required to comply immediately with this policy or be required to leave the premises. Employees that do not comply immediately or repeatedly breach this policy will be subject to disciplinary action up to and including termination for cause, without notice or compensation in lieu of notice.

This policy applies to all employees, contractors, customers and guests to Cruickshank sites, buildings and facilities.

“Enclosed Workplace” is defined under the Smoke-Free Ontario Act as:

a) the inside of any place, building or structure or vehicle or conveyance or a part of any of them,

  1. That is covered by a roof.
  2. That employees work in or frequent during the course of their employment whether or not they are acting in the course of their employment at the time, and
  3. That is not primarily a private dwelling.

You are responsible for respecting the wishes of this policy, your co-workers and applicable laws related to smoking in the workplace.

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Workplace Harassment (

Cruickshank is committed to providing and maintaining a working environment in which all individuals are treated with respect and dignity and are free from workplace harassment, sexual harassment and discrimination. It applies not only during working time, but to any activities on or off of company premises which could reasonably be associated with the workplace (e.g. Work-related travel, conferences or training sessions or social events).

If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal. All complaints shall be handled in a CONFIDENTIAL manner.

“Workplace” is defined under the Occupational Health and Safety Act as any land, premises, location or thing at, upon, in or near which a worker works.

“Harassment” means engaging in a course of vexatious comment or conduct that is known, or ought reasonably to be known, to be unwelcome. It includes, but is not limited to:

  • Unwelcome, unwanted, offensive, or objectionable conduct that may have the effect of creating an intimidating, hostile or offensive work environment.
  • Racial, homophobic, sexist or ethnic slurs.
  • Interfering with an individual's work performance.
  • Adversely affecting an individual's employment relationship.
  • Denying an individual dignity and respect.

Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups.

“Sexual harassment” is any unsolicited conduct, comment, or physical contact of a sexual nature that is unwelcome by the recipient. It includes, but is not limited to:

  • Any unwelcome sexual advances (oral, written or physical).
  • Requests for sexual favours, sexual and sexist jokes.
  • Written or verbal abuse or threats.
  • Unwelcome remarks, jokes, taunts, or suggestions about a person's body, a person’s physical or mental disabilities, attire, or on other prohibited grounds of discrimination.
  • unnecessary physical contact such as patting, touching, pinching or hitting;
  • Patronizing or condescending behaviour.
  • Displays of degrading, offensive or derogatory material such as graffiti or pictures.
  • Physical or sexual assault.

The following guidelines outline the process for reporting Harassment:

Step 1: Self-Help

If you believe you have been the victim of harassment, you are encouraged to inform the offender that the behaviour is unwelcome and needs to stop. A written record of the date, time, details of the conduct, and witnesses, (if any) should be kept.

Step 2: Management Support and Intervention

If Step 1 has not worked, or if you are uncomfortable addressing the offender directly, you are encouraged to report these matters to your supervisor and/or the Human Resources Manager.

Step 3: Formal Complaint

If informal attempts are ineffective, a formal complaint may be filed. In order to file a formal complaint, you must provide a letter that contains a brief account of the offensive incident (i.e. when the behaviour related to the complaint occurred, the persons involved, and the names of any witnesses). The letter should also include what remedy, if any, is being sought and must be signed and dated by the complainant. The letter must be given to your supervisor or the Human Resources Manager. Please note that it is important to cooperate with those responsible for investigating the incident.

This policy is posted at every job site.

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Accessibility for Customer Service (

Cruickshank shall use reasonable efforts to ensure that its policies, practices and procedures are consistent with the following principles:

  • Goods or services will be provided in a manner that respects the dignity and independence of persons with disabilities.
  • The provision of goods or services to persons with disabilities, and others, will be integrated unless an alternate measure is necessary, whether temporarily or on a permanent basis, to enable a person with a disability to obtain, use or benefit from the goods or services.
  • Persons with disabilities will be given an opportunity equal to that given to others to obtain, use and benefit from the goods or services.
  • Persons with disabilities may use assistive devices and/or support persons in the access of goods and services.
  • When communicating with a person with a disability, Cruickshank employees shall do so in a manner that takes into account the person’s disability.

This policy applies to every person who deals with members of the public or other third parties on behalf of Cruickshank, whether the person does so as an employee, agent, volunteer or otherwise. Some definitions include:

“Barrier” means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.

“Disability” means:

a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impairment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,

b) a condition of mental impairment or a developmental disability,

c) a learning disability, or a dysfunction in one or more of the processes involved in understanding symbols or spoken language,

d) a mental disorder, or

e) any injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

“Service Animal” means any animal individually trained to do work or perform tasks for the benefit of a person with a disability.

“Support Person” means any person whether a paid professional, volunteer, family member or friend that accompanies a person with a disability in order to help with communications, personal care or medical needs or with access to goods or services.

Cruickshank provides training to all employees, students, and others who deal with the public or other third parties on their behalf, as well as to those who are involved in the development and approvals of customer service policies, practices and procedures. This training will be provided during orientation for new employees and on an ongoing basis when changes are made to these policies, practices and procedures.

Training will include the following:

  • The purposes of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard.
  • How to interact and communicate with people with various types of disabilities.
  • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person.
  • What to do if a person with a disability is having difficulty in accessing Cruickshank’s goods and services.
  • Cruickshank’s policies, practices and procedures relating to the customer service standard.

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