Anti-Harassment Policy

Anti-harassment Policy and Procedures

 

The Malyy Collective is committed to fostering a harassment-free website where all sellers and customers are treated with respect and dignity. The Canadian Human Rights Act protects everyone from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment at The Malyy Collective is not tolerated. Anyone who are found to have harassed another individual may be subject to disciplinary action. This includes any employee who: interferes with the resolution of a harassment complaint; retaliates against an individual for filing a harassment complaint; or files an unfounded harassment complaint intended to cause harm.

Application

This policy applies to all current sellers/makers with products listed on The Malyy Collective. This policy also applies to customers.

Definitions

 Harassment is:

  • offending or humiliating someone physically or verbally;
  • threatening or intimidating someone; or
  • making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.

Sexual harassment is:

  • offensive or humiliating behaviour that is related to a person’s sex;
  • behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; or
  • behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.

 

 

 Responsibilities and Expectations

The Malyy Collective is responsible for:

  • providing all sellers and customers a harassment-free platform.

Danielle Gerylo and/or Sarah Gerylo is responsible for:

  • ensuring that this policy is applied in a timely, consistent and confidential manner;
  • determining whether or not allegations of harassment are substantiated; and
  • determining what corrective action is appropriate where a harassment complaint has been substantiated.

Danielle Gerylo and/or Sarah Gerylo is responsible for:

  • the administration of this policy;
  • reviewing this policy annually, or as required; and
  • making necessary adjustments to ensure that this policy meets the needs of the organization.
  • fostering a harassment-free platform and setting an example about appropriate communicative behaviour;
  • communicating the process for investigating and resolving harassment complaints made by sellers or customers;
  • dealing with harassment situations immediately upon becoming aware of them, whether or not a harassment complaint has been made;
  • taking appropriate action during a harassment investigation, including separating the parties to the harassment complaint, when appropriate; and
  • ensuring harassment situations are dealt with in a sensitive and confidential manner.

Sellers and Customers are responsible for:

  • treating others with respect;
  • reporting harassment to The Malyy Collective;
  • cooperating with a harassment investigation and respecting the confidentiality related to the investigation process

 Sellers and Customers can expect:

  • to be treated with respect at The Malyy Collective;
  • that reported harassment will be dealt with in a timely, confidential and effective manner;
  • to have their rights to a fair process and to confidentiality respected during a harassment investigation; and
  • to be protected against retaliation for reporting harassment or cooperating with a harassment investigation.

Procedures for Addressing a Harassment Complaint

Filing a Complaint

 A seller or customer may file a harassment complaint by contacting The Malyy Collective. The complaint may be verbal or in writing. If the complaint is made verbally, Danielle Gerylo and/or Sarah Gerylo will record the details provided by the seller or customer. The employee should be prepared to provide details such as what happened; when it happened; where it happened; how often and who else was present (if applicable). Complaints should be made as soon as possible but no later than within one year of the last incident of perceived harassment, unless there are circumstances that prevented the employee from doing so.

Danielle Gerylo and/or Sarah Gerylo will tell the person that the harassment complaint has been made against, in writing, that a harassment complaint has been filed. The letter will also provide details of the allegations that have been made against him or her.

 Every effort will be made to resolve harassment complaints within 30 days. The Malyy Collective will advise both parties of the reasons why, if this is not possible. If either party to a harassment complaint believes that the complaint is not being handled in accordance with this policy, he or she should contact Danielle Gerylo and/or Sarah Gerylo.

Investigation

If necessary, a harassment investigation will be conducted. All investigations will be handled by an individual who has the necessary training and experience. In some cases, an external consultant may be engaged for this purpose. The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. All people who are interviewed will have the right to review their statement, as recorded by the investigator, to ensure its accuracy.

The investigator will prepare a report that will include:

  • a description of the allegations;
  • the response of the person the complaint was made against;
  • a summary of information learned from witnesses (if applicable); and
  • a decision about whether, on a balance of probabilities, harassment did occur. This report will be submitted to The Malyy Collective. Both parties to the complaint will be given a copy.

Substantiated Complaint

 If a harassment complaint is substantiated, The Malyy Collective remove the seller/customer who was found to have engaged in harassment immediately. There is a zero tolerance policy for harassment at The Malyy Collective.

Other Redress

 An employee who is not satisfied with the outcome of the harassment complaint process may file a discrimination complaint with the Canadian Human Rights Commission.

 Privacy and Confidentiality

All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know

Review

The Malyy Collective will review this policy and procedures on an annual basis, or as required, and will make necessary adjustments to ensure that it meets the needs of all employees.

 Enquiries

Enquiries about this policy and related procedures can be made to Danielle Gerylo and/or Sarah Gerylo at malyycollective@gmail.com    

 Date: 03/12/2020