Anti-Harassment Statement

The Construction Maintenance and Allied Workers Canada (CMAW) believes that every individual has the right to dignity, respect and fair treatment within the Union and in the workplace.

We need the cooperation of all Local Union members to help create a workplace environment free of harassment. So that's why the Union has an anti-harassment policy.

The policy calls on us to inform people at the start of every Union function that we want to keep the session harassment-free. If we want to eradicate the problem of harassment in our workplaces and in society at large, we must first set an example right here in the Union.

Harassment is not a joke. It is cruel and destructive behavior that can have devastating effects. It creates feelings of unease, humiliation and discomfort. Harassment, by co-workers in particular, is contrary to our basic union principles of solidarity and equality and CMAW finds any such behavior unacceptable and intolerable.

Harassment can take a number of forms: sexual, racial or personal. It is an expression of perceived power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin.

Harassment is any form of behavior that is threatening or offensive to the person to whom it is being addressed.

Complaints of harassment will be taken seriously and will be investigated immediately. Every function or course sponsored by CMAW will designate a representative(s) for that event . The representative(s) will make a speedy, confidential and thorough investigation of any incident and will attempt to resolve the issue.

All workplace complaints of harassment will be investigated and if found to be valid will immediately be dealt with in the appropriate manner.

If the complaint is found to be justified, action will be taken against the harasser and a written report will be made to the appropriate officer or authority. Action could include, but is not limited to: apology, reprimand and possible expulsion from the Union/and or termination of employment.

passed by the CMAW convention May 9th and 10th 2012