Violence in the Workplace

It is Temple Shalom’s policy to promote a safe environment for its employees. The Temple is committed to working with its employees to maintain a work environment free from violence, threats of violence, harassment, intimidation, and other disruptive behaviour. While this kind of conduct is not pervasive at Temple Shalom, no organization is immune. Every organization will be affected by disruptive behaviour at one time or another.

Violence, threats, harassment, intimidation, and other disruptive behaviour in our workplace will not be tolerated; that is, all reports of incidents will be taken seriously and will be dealt with appropriately. Such behaviour can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, criminal penalties, or both.

We need your co-operation to implement this policy effectively and maintain a safe working environment. Do not ignore violent, threatening, harassing, intimidating, or other disruptive behaviour. If you observe or experience such behaviour by anyone on our premises, whether he or she is a Temple Shalom employee or not, report it immediately to the senior staff person or Board member on the premises at that time, followed by a written statement as soon as possible. Supervisors or Board members who receive such reports should seek advice from the Personnel Committee or the Board of Directors regarding investigating the incident and initiating appropriate action. PLEASE NOTE: Threats or assaults that require immediate attention by police should reported first to the police at 9-1-1.

The Board of Directors will support all efforts made by staff and lay members in dealing with violent, threatening, harassing, intimidating, or other disruptive behaviour in our workplace and will monitor whether this policy is being implemented effectively. If you have any questions about this policy, please contact the Chair of the Personnel Committee or the President of the Board of Directors.

Approved: February 4, 2002