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Mediation Committee |
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What is Mediation? |
Third Party Complaints |
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Mediation is one way for people to settle disputes or lawsuits outside of court. In mediation, a neutral third party - the mediator - helps the disputing parties look for a solution that works for them.
Mediators, unlike judges, do not decide cases or impose settlements. The mediator's role is to help the people involved in a dispute to communicate and negotiate with each other in a constructive manner, to gain a better understanding of the interests of all parties, and to find a resolution based on common understanding and mutual agreement.
The purpose of mediation is not to determine who wins and who loses, but to develop creative solutions to disputes in a way that is not possible at a trial.
Your Mediation Representatives are:
Simon Blastock Al Gibson Kelly Liddell Travis McCormick
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The mediation committee would like to clarify why we do not respond to “third party” complaints. A third party complaint is when an employee approaches a Mediation Representative with a conflict issue involving two other employees. In most cases this employee has witnessed the conflict between the two parties and is genuinely concerned to try and help resolve the conflict.
One or both of the parties in conflict must seek advice or assistance from a Mediation Rep. This enables the mediator to understand exactly what the conflict is and ensures the confidentiality of the complaint.
We as “outsiders” can sometimes perceive things totally different than the parties that are going through this conflict.
If a Mediation Rep. was to act on a third party complaint and approach one or both of the individuals in conflict there could be severe repercussions for the Mediation Committee. This could be considered an invasion of privacy and intimidation from the Mediation Rep. The Mediation Committee certainly does not want to be known as the “Kellogg’s Cops”.
The Committee has worked very hard to strengthen our credibility within the workplace and we continue to ensure complete confidentiality.
The Mediation Committee has been in effect now for four years. In the beginning we were very busy mediating complaints and due to the success of the resolution process, the awareness of what our committee actually does has greatly increased. This has certainly helped to promote a more respectful workplace. When we all try and get along, we are much happier workers and individuals. This also helps to better our job performance and our personal day to day life.
The motto we like to deliver is:
“You don’t have to like each other, but you do have to respect each other and work together.”
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Harassment
Harassment is defined in Section (s.)10(1) of the Human Rights Code as:
"engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome." |
Poisoned Work Environment
A Poisoned Work Environment is defined as "comments, conduct or surroundings that tend to demean or ridicule a group covered by a prohibited ground, even if not directed at a specific individual".
Some examples are:
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At Kellogg Canada Inc., discrimination and harassment are specifically prohibited on the grounds of "The Human Rights Code". Also, Harassment is included in Kellogg's Discipline Policy as a Group One Offense and discipline can be an immediate suspension or termination of employment.
Every person who is an employee has a right to freedom from harassment in the workplace.
As your Union Harassment representatives, we strongly advise our members to cautiously consider our everyday comments and conduct and how they can be perceived by our fellow sisters and brothers. |
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In today's world we are seeing more and more workers that are changing the culture of our workplace.
Workers of colour, women, aboriginal workers, gay, lesbian and bi-sexual workers and workers with disabilities are becoming active in the labour movement.
Harassment can become a severe occupational hazard in the workplace. It can affect the worker's physical and mental health. Many victims suffer symptoms of stress such as ulcers, headaches, nausea, muscle spasms, insomnia, hypertension and heart problems brought on by on-going fear, depression and anger. Harassed workers performance may begin to suffer and eventually they may avoid work through absenteeism.
The role of the Company is to provide a workplace free of any discrimination and harassment. Also, the Company must develop and enforce a policy, which addresses and resolves allegations of workplace harassment or discrimination in a prompt and effective manner.
Harassment causes serious consequences. It can create a poisoned or hostile work environment, which can interfere with a person's job performance and result in being refused a job or training opportunity.
It is difficult for individuals to decide to make a harassment complaint. That is why all members need to know that harassment will not be tolerated. The Union is committed to assisting those who are harassed and to remedy the situation. Unions have a legal duty to represent fairly everyone in the bargaining unit.
When a harassed worker comes forward with a complaint, it is dealt with immediately and with complete confidentiality. We can't make people like each other, but we can state clearly that our Union will fight at all levels to eliminate harassment.
Mutual respect is what its all about. We work better when we work with people we respect and who respect us.
Our workplace is a healthier and safer place to be when we can concentrate on our job and not have to worry about harassment.
All of us as Union members must challenge harassment whenever it occurs. We must ensure that the dignity of our brothers and sisters is not threatened by harassment. |
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