Issue link: https://publications.tfs.ca/i/876791
____________________________________________________________________________________ Page 6 of 19 Septembre 2016 Septembre 2016 Harassment Policy Sexual harassment may also exist when: (i) submission to such conduct is made implicitly or explicitly a condition of employment or a condi tion of scholastic evaluation or (ii) s ubmission to or rejection of such conduct is used as a basis for any employment or scholastic decision (including, but not limited to, matters of hiring, promotion, raise in salary, job security and benefits affecting a p erson or determining a person's scholastic achievement) or (iii) such conduct has the purpose or the effect of interfering with a person's work or scholastic performance or creating an intimidating, hostile or offensive School environment. 4.7 For the purpose s of this policy, retaliation against an individual - for having invoked this policy or - for having participated or cooperated in any investigation under this policy or - for having been associated with a person who has invoked this policy or participated in these procedures, will be treated as a reprisal, and will not be tolerated . 4.8 Harassment is NOT - conduct which both parties find acceptable such as an occasional compliment - reasonable action taken by the School or a supervisor relating to the management or direction of employees or students in the School, including for example, in circumstances of training, counselling and discipline when warranted. 5. RESPONSIBILITY OF MANAGEMENT (Anyone with a position of Manager, Vice - Principal, Principal, Di rectors or above and who are directly supervising employees ) 5.1 Failure to take measures to address harassment in the work place has legal implications for the employer (School).