1) If an employee continues the undesired behaviour, a restitution process will be put into place. In extreme circumstances, if the undesired behaviour continues, it will be dealt with accordingly.
2) Tamarack provides periodic training and is an organization open to dialogue to ensure that each employee’s Comfort Level is recognized and respected.
HR 7.3 INTERPERSONAL RELATIONSHIPS
PURPOSE To clearly define Tamarack’s policies on relationships between employees, between employees and directors, between employees and learners and employees and members of partner organizations (MPO).
PROCEDURE
1) Tamarack strongly discourages relationships between employees. If, however, employees choose to pursue a relationship, they must disclose …show more content…
Any inappropriate behaviour by a Tamarack employee that causes discomfort to an MPO is ground for dismissal. Inappropriate behaviour includes, but is not limited to: attempting to use the Tamarack relationship to the employee’s advantage, such as asking for a job.
HR7.4 ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT (AODA)
PURPOSE:
Tamarack is committed to diversity, inclusion and accessibility for persons with disabilities. This policy describes how Tamarack works with its employees as well as how it provides its programs in a manner that respects the dignity, independence, integration and equal opportunity of persons with disabilities.
POLICY:
Assistive devices
1. Tamarack permits staff with disabilities to use their personal assistive devices while on the Tamarack’s premises or in their home office.
Communication
2. Tamarack is committed to communicating with persons with disabilities in ways that take into account their disability.
Service animals and support persons
3. Tamarack welcomes onto its premises and at its events, where possible, service animals and support persons upon whom persons with disabilities rely. Tamarack will advise the parties as soon as possible about any costs they will incur associated with having the support …show more content…
5) If young children are home all day, employees may not work at home. Their remote office must be in an office near their home.
6) Remote work functions on the basis of trust. If trust bruised, the director will inform the employee of the bruise and the reconciliation process will be started to heal the bruise. If necessary, a mediator will be brought in to help facilitate a healthy conversation and a plan approved by director will be put in place to rebuild trust. The includes but is not limited to: more check-ins with the director, recording activity and time, loss of flex time privileges and/or re-evaluation of current place of work. The parameters of the plan are at the discretion of the supervising director and president.
7) If trust is broken more sever form of disciplinary action may be taken, including, but not limited to: verbal warnings, written warnings, and/or termination if necessary. Disciplinary action is at the discretion of the supervising director and
2) Tamarack provides periodic training and is an organization open to dialogue to ensure that each employee’s Comfort Level is recognized and respected.
HR 7.3 INTERPERSONAL RELATIONSHIPS
PURPOSE To clearly define Tamarack’s policies on relationships between employees, between employees and directors, between employees and learners and employees and members of partner organizations (MPO).
PROCEDURE
1) Tamarack strongly discourages relationships between employees. If, however, employees choose to pursue a relationship, they must disclose …show more content…
Any inappropriate behaviour by a Tamarack employee that causes discomfort to an MPO is ground for dismissal. Inappropriate behaviour includes, but is not limited to: attempting to use the Tamarack relationship to the employee’s advantage, such as asking for a job.
HR7.4 ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT (AODA)
PURPOSE:
Tamarack is committed to diversity, inclusion and accessibility for persons with disabilities. This policy describes how Tamarack works with its employees as well as how it provides its programs in a manner that respects the dignity, independence, integration and equal opportunity of persons with disabilities.
POLICY:
Assistive devices
1. Tamarack permits staff with disabilities to use their personal assistive devices while on the Tamarack’s premises or in their home office.
Communication
2. Tamarack is committed to communicating with persons with disabilities in ways that take into account their disability.
Service animals and support persons
3. Tamarack welcomes onto its premises and at its events, where possible, service animals and support persons upon whom persons with disabilities rely. Tamarack will advise the parties as soon as possible about any costs they will incur associated with having the support …show more content…
5) If young children are home all day, employees may not work at home. Their remote office must be in an office near their home.
6) Remote work functions on the basis of trust. If trust bruised, the director will inform the employee of the bruise and the reconciliation process will be started to heal the bruise. If necessary, a mediator will be brought in to help facilitate a healthy conversation and a plan approved by director will be put in place to rebuild trust. The includes but is not limited to: more check-ins with the director, recording activity and time, loss of flex time privileges and/or re-evaluation of current place of work. The parameters of the plan are at the discretion of the supervising director and president.
7) If trust is broken more sever form of disciplinary action may be taken, including, but not limited to: verbal warnings, written warnings, and/or termination if necessary. Disciplinary action is at the discretion of the supervising director and