토론토 가톨릭 교육청의 직장 내 괴롭힘 및 차별 정책

### 토론토 가톨릭 교육구 교육위원회: 직장 내 괴롭힘 및 차별에 관한 정책
* 🙏 직장 내 괴롭힘 및 차별에 관한 이사회 정책은 **가톨릭 신념, 온타리오주 인권법, 산업안전보건법**에 부합합니다.
* 🛑 괴롭힘은 직장 내에서 근로자에게 불쾌감을 주는 언행으로 정의되며, 직장 내 성희롱에는 **성별, 성적 지향, 성 정체성 또는 성 표현과 관련된 불쾌감을 주는 행위**가 포함됩니다.
* 🌈 차별은 **인종, 성별, 나이, 장애, 종교, 성 정체성 등 다양한 근거에 따른 부당한 대우**로 정의됩니다.
* 🚫 심각한 성격의 단일 행위는 **괴롭힘 또는 차별**에 해당할 수 있습니다.
* ✅ 고용주나 상사가 취한 합리적인 조치는 **괴롭힘으로 간주되지 않습니다.**
* 🏫 직장은 **업무가 수행되거나 업무와 관련된 행사에 참석하는 모든 장소**를 포함합니다.
* 📝 정식 신고는 서면으로 작성해야 하며 **개인의 신원, 행동, 사건 날짜, 목격자 및 증거**와 같은 구체적인 정보를 포함해야 합니다.
* ⚖ 이사회는 괴롭힘이나 차별로 간주될 수 있는 모든 행동을 **법적으로 처리할 의무**가 있습니다.

토론토 가톨릭 교육청은 모든 이해관계자가 괴롭힘과 차별을 받지 않도록 보장하며, 불만 사항을 처리하는 명확한 절차를 제공합니다.

the trauma Catholic District School Board recognizes that all people are created in the image and likeness of God, and deserve to be treated with dignity, respect, and fairness. In keeping with our Catholic beliefs, the Ontario Human Rights Code, and the Occupational Health and Safety Act, the board's policy on harassment and discrimination in the workplace ensures that every Toronto Catholic District School Board stakeholder, including staff, volunteers, parents, and trustees, have a right to be free of harassment and discrimination. Harassment is defined as engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. The legislation and the board's policy now include separate definitions for workplace sexual harassment. Workplace sexual harassment is defined as engaging in a course of XA sheis comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome. In addition, making a sexual solicitation.

or advance, where the person doing so is in a position to confer, grant, or deny a benefit or advancement to the worker, and the person knows or ought reasonably to know that the solicitation or advance is unwelcome. Harassment can take on many forms, including actions, comments, and displays. Discrimination is defined as unfair treatment because of any of the following: race, sex, color, ancestry, place of origin, ethnic origin, marital status, sexual orientation, age, disability, citizenship, family status, record of offenses, religion or creed, gender identity, or gender expression. While harassment or discrimination normally involves conduct that includes more than one incident, a single act of a serious nature may also constitute harassment or discrimination and may also need to be addressed. In addition, it is important to note that a reasonable action taken by an employer or supervisor relating to the management and direction of workers or the workplace is not considered harassment. The complaint procedures that will be outlined are intended to address workplace harassment and discrimination only. Personality clashes or interpersonal conflicts do not in and of

themselves constitute harassment. However, the board recognizes that abuses of authority may exist, and that it may not always be possible or advisable to directly confront someone in cases of serious violations or where there are perceived power imbalances in the working relationship. Remember, the workplace is not just a school, office, or worksite; it includes any place where employees, contract employees, parents, volunteers, and trustees perform work or attend work-related functions. This would include any board-sanctioned event, a school bus used for a school-related activity, or a car ride with a colleague. Furthermore, while a healthy work and learning environment can include humor, care must be taken to ensure that the use of humor is not offensive, degrading, discriminatory, or otherwise a violation of this policy or the code. The legislation emphasizes the impact of behavior on the complainant, not the intent of the behavior, so an employer cannot dismiss behavior because someone did not intend to be harassing, saying it was a joke. But that you didn't mean it does not excuse the behavior. The board recognizes that in most cases, the victim

of harassment or discrimination just wants the behavior to stop. There are a number of options available to assist complainants in addressing their concerns. You can consult with the conflict resolution department to decide what course of action will best address your concerns. It can include coaching you on how to verbally address the behavior, assisting you with drafting a letter or email identifying the behavior and requesting it to stop, as well as offering opportunities to discuss your concerns in a mediation or facilitation process. Some complaints are more appropriately addressed through our formal complaint process. The conflict resolution department can educate you on what this process involves. A formal complaint against a staff member must be directed to the superintendent of Human Resources, while a complaint against any other stakeholder should be directed to the area superintendent. Any formal complaint must be in writing and include the following information: your identity, the identity of the individual, the behavior, the dates the alleged incidents occurred, any witnesses to the behavior, and any other evidence to support your allegations. The board treats any formal

complaint of harassment or discrimination seriously. If a formal investigation is completed, the board will provide you with the findings in a summary report. If your allegations have been substantiated, this written report will include any corrective actions that the board has decided upon to address the behavior. This could include sensitivity training, administrative transfers, or even disciplinary action. It is important to remember that regardless of how you decide to address your concerns, the board has a legal duty to address any behavior that has been brought to our attention that could be considered harassment or discrimination under the law. The Toronto Catholic District School Board is a Catholic educational community committed to the creation of an environment which fosters mutual respect for the dignity and well-being of all stakeholders, including but not limited to students, staff, parents, and volunteers, and focuses on working towards mutually acceptable solutions that are consistent with gospel values, its mission and vision statements, and relevant board policies.

TCDSB - Workplace Harassment & Discrimination

TCDSB YouTube Channel

가톨릭 교육청의 직장 내 괴롭힘 및 차별에 관한 정책

이사회 정책은 성희롱에 대한 구체적인 정의를 통해 모든 이해관계자에게 괴롭힘이 없고 공정한 직장을 보장합니다.

이 정책은 다양한 요인에 따른 차별을 금지하고 심각한 괴롭힘이나 차별의 단일 행위를 다룹니다.

이 정책은 특히 직장 관련 문제에 초점을 맞추고 있으며, 성격 충돌이나 대인관계 갈등은 불만 처리 절차에서 제외합니다.

직장 내 괴롭힘 정책 및 행동 강령

직장 내 괴롭힘은 업무와 관련된 모든 환경에서 발생할 수 있으며 사무실이나 학교에 국한되지 않습니다.

권력 불균형이 있는 경우에도 권한 남용을 해결하는 것이 중요합니다.

고의성보다 행동이 피해자에게 미치는 영향이 강조되며, 고의성이 없다고 해서 괴롭힘이 용서되는 것은 아님니다.

괴롭힘 또는 차별 신고자는 갈등 해결 부서에 도움을 요청하는 등 우려 사항을 해결할 수 있는 옵션이 있습니다.

해당 부서에서는 코칭을 제공하고, 불만 사항 초안 작성에 도움을 주며, 중재 또는 촉진 절차를 제공할 수 있습니다.

보다 심각한 불만 사항은 구체적인 정보가 필요하고 서면으로 제출해야 하는 정식 불만 처리 절차를 거칠 수 있습니다.

직원에 대한 공식적인 불만 제기는 인사팀장에게 전달해야 합니다.

괴롭힘 및 차별에 대한 조치 취하기

토론토 가톨릭 교육청은 괴롭힘 및 차별에 대한 불만을 심각하게 받아들이며 공식적인 조사를 실시하고 조사 결과에 대한 요약 보고서를 제공합니다.

교육위원회는 혐의가 입증된 경우 민감성 교육 또는 징계 조치와 같은 시정 조치를 시행할 수 있습니다.

이사회는 서로 존중하는 환경을 조성하기 위해 최선을 다하고 있으며 괴롭힘이나 차별로 간주될 수 있는 모든 행동을 처리할 법적 의무가 있습니다.