Last update: June 15, 2020
Discrimination, violence, harassment and sexual harassment in the workplace are strictly prohibited
at Layla Care Inc. (“Layla”). Layla has ZERO tolerance for any physical acts or verbal threats of
violence or harassment of any kind, nor any discrimination made by or against employees, customers
or visitors on premises or through Layla’ communications channels. It is the responsibility of
every employee to report any incident of discrimination, violence, harassment or sexual harassment
in the workplace. To help address issues of discrimination, violence, harassment and sexual
harassment in the workplace, the Company has established a policy for recognizing, reporting and
responding to incidents.
Layla is committed to assessing, minimizing and, to the extent possible, eliminating the risk of
discrimination, violence, harassment and sexual harassment in the workplace. It is recognized that
discrimination, violence, harassment and sexual harassment are an occupational health and safety
hazard and can result in physical and emotional harm. The Workplace Discrimination, Violence,
Harassment & Sexual Harassment Policy ensures that violence and all harassment in the workplace
will not be tolerated and provides a process to prevent and respond to incidents of violence,
harassment and sexual harassment.
An employee who contravenes any provision of this policy may be subject to disciplinary action, up
to and including termination of employment without notice, as well as possible civil, criminal or
regulatory action. Such contravention may also impact an employee's performance assessment,
reputation and compensation.
Non-employees who engage in violence in the workplace will be reported to the proper authorities.
Layla reserves the right to pursue any and all available civil remedies.
1) Workplace:
For the purposes of this policy, workplace is defined as follows:
• All Layla premises and immediate environments, e.g., parking lots, smoking areas,
lunchrooms, the Company's communication channels such as email, telephone, Slack, etc.
• All non- Layla premises used for work-related activities such as customer or partner
workplaces, seminars, conferences, business meetings, social functions, and/or any place where an
employee is paid to work such as Layla car, home office and the like.
2) Discrimination:
Workplace discrimination includes any distinction, exclusion or preference based on the protected
grounds in the Provincial Human Rights Code, which nullifies or impairs equality of opportunity in
employment, or equality in the terms and conditions of employment.
The protected grounds of discrimination are:
• Race, colour, ancestry, citizenship, ethnic origin or place of origin
• Gender, gender identity, and gender expression
• Creed, religion
• Age
• Sexual orientation
• Gender identity, gender expression
• Family, marital or same-sex partnership status
• Disability or perceived disability
• A record of offence(s) for which a pardon has been granted under the Criminal Records Act
(Canada) and has not been revoked, or an offence in respect of any provincial enactment.
Harassment is defined as “engaging in a course of vexatious (insulting, demeaning, annoying,
provoking, threatening, or resulting in some other form of discomfort) comments or conduct on a
prohibited ground of discrimination that is known or ought to reasonably be known to be unwelcome,
offensive, inappropriate, intimidating or hostile.” For purposes of this practice, discriminatory
harassment may result from one incident or a series of incidents. It may be directed at specific
individuals or groups but may also include any comments or conduct which creates an environment
that is hostile, intimidating or offensive.
Discriminatory Harassment may include (but is not limited to):
• Unwelcome jokes, remarks, taunting or innuendos with respect to a prohibited ground of
discrimination as outlined in Section 2) above.
• The display of racist, derogatory or offensive pictures or material
• Refusal to converse with or work with another staff member because of such things as ethnic
origins, sexual orientation, etc.
• Leering, suggestive gestures or unnecessary physical contact such as unwelcomed touching,
patting or pinching
• Offensive sexual flirtation; advances; propositions
• Sexual assault
• Viewing or distribution of offensive materials by mail, email, phone or fax
Workplace harassment is sometimes called psychological harassment or bullying. It usually has some
or all of the following components:
• It is generally repetitive, although a single serious incident may constitute workplace
harassment if it undermines the recipient's psychological or physical integrity and has a lasting
harmful effect
• It is hostile, abusive or inappropriate
• It may involve vexatious or inappropriate comments, conducts or display, gestures, actions or
some combination of all of these
• It affects the person's dignity or psychological or physical integrity
• It results in a poisoned or harmful work environment
In addition, behaviour that intimidates, isolates or discriminates against the recipient may also
be included.
Some examples of workplace harassment are:
• Verbally abusive behaviour such as yelling, insults, ridicule and name calling including
remarks, jokes or innuendos that demean, ridicule, intimidate or offend
• Workplace pranks, vandalism, bullying, hazing or horseplay
• Gossiping or spreading malicious rumours
• Excluding or ignoring someone, including persistent exclusion of a particular person from
workplace-related social gatherings
• Deliberately withholding information that would enable a person to do their job
• Sabotaging someone else's work
• Displaying or circulating offensive pictures or materials
• Offensive or intimidating phone calls or emails
• Impeding an individual's efforts at promotions or transfers for reasons that are not
legitimate
• Making false allegations about someone in memos or other work-related documents
Part of the test for determining if harassment has occurred is whether the person knew or should
have known that the comments or conduct were unwelcome.
The test is met if:
• The recipient specifically says the behaviour is unwelcome;
• The recipient makes it clear through conduct or body language that the behaviour is
unwelcome; or
• A reasonable person would have recognized that the behaviour would be unwelcome to that
specific recipient under the circumstances.
Although it is commonly the case, the harasser does not necessarily have to have power or authority
over the victim. Harassment can occur from co-worker to co-worker, Manager to employee, and
employee to Manager.
Workplace Sexual Harassment:
Workplace harassment also includes workplace sexual harassment which can be defined in two parts:
1. “Engaging in a course of vexatious 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;”
2. “Making a sexual solicitation or advance where the person making the solicitation or advance
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.”
What Isn't Harassment
Workplace harassment should not be confused with legitimate, reasonable management actions that
are part of the normal work function, including:
• Direction of workers
• Setting of employee or team performance targets, and managing employees accordingly
• Measures to correct performance deficiencies, such as placing someone on a performance
improvement plan
• Imposing discipline for workplace infractions
• Requesting medical documents in support of an absence from work
It also does not include normal workplace conflict that may occur between individuals or
differences of opinion between co-workers.
Workplace and domestic violence that may occur in the workplace are health and safety issues, which
are covered under the various provincial health and safety acts.
a) Workplace Violence
Workplace violence includes the exercise of, attempt to exercise, or threat to exercise physical
force by a person against a worker that causes or could cause physical injury to that worker.
Workplace violence can be defined broadly enough to include acts that may be considered criminal.
Workplace violence includes:
• Physically threatening behaviour such as shaking a fist at someone, finger pointing,
destroying property, throwing objects
• Verbal or written threats to physically attack a worker
• Leaving threatening notes or sending threatening emails
• Wielding a weapon at work
• Stalking someone
• Physically aggressive behaviors including hitting, shoving, standing excessively close to
someone in an aggressive manner, pushing, kicking, throwing an object at someone, physically
restraining someone or any other form of physical or sexual assault
Violence that occurs outside the normal workplace, but which has an impact on the working
environment, including working relationships, may also be considered violence in the workplace.
Workplace violence may come from many different sources:
• Strangers or people with no ties to the workplace
• Members, clients, customers, stakeholders or suppliers
• Other employees
• Intimate relationships outside of work (such as intimate partners, family, friends)
b) Domestic Violence
If an employee is experiencing domestic violence that would likely expose him or her, or other
workers, to physical injury that may occur in the workplace, Layla will take every precaution
reasonable to protect the employee and his or her co-workers in the circumstances. This may include
some or all of the following:
• Creating a safety plan
• Contacting the police
• Establishing enhanced security measures such as a panic button, code words, and door and
access security measures
• Screening calls and blocking calls, telephone numbers or certain email addresses
• Setting up priority parking or providing escorts to the vehicle or to public transportation
• Adjusting the employee working hours and location so that they are not predictable
• Facilitating the employee access to counselling community programs
• Recommending that the employee consult with his/her health care professional
Layla appreciates the sensitivity of these issues and will do its best to assist the employee as
discreetly as possible while maintaining his or her privacy.
1) Employees:
Any employee believing there is a threat of harm or physical violence must:
• Immediately call 911 (or other local emergency service) and immediately report the incident
directly to the police if there is an imminent risk;
• Immediately inform any member of the Management Team.
All employees are strongly encouraged to report any incident of discrimination, violence,
harassment or sexual harassment in the workplace to one of the following:
• Immediate Manager, or
• In the absence of an immediate Manager, another member of the Management Team
• If the immediate Manager is the alleged harasser, another member of the Management Team.
Any personal situations that could affect the safety of the workplace must also be reported to one
of the following:
• Immediate Manager, or
• In the absence of an immediate Manager, another member of the Management Team
Examples of personal situations include: domestic violence or threats against an employee or a
restraining order that names the workplace as a restricted area.
2) Managers:
Managers are required to assist in providing a safe and harassment-free workplace and must take
every reasonable precaution to protect employees from workplace violence. This may include
providing employees with information about a risk of workplace violence from a person with a
history of violent behaviour, if an employee can be expected to encounter that person during the
course of his or her work and the risk of workplace violence is likely to expose the employee to
physical injury or harm.
Managers must ensure that any employee reporting injury or adverse symptoms as a result of an
incident of violence or exposure to violence is advised to consult a health professional of the
employee's choice.
Managers should refer the employee to community counseling as applicable for appropriate support
including trauma counseling.
Every Manager must ensure that the risk of violence to the workplace is considered at regular
periods. Where specific risks exist (e.g., insufficient lighting in a parking lot), the Manager is
responsible for insuring that elimination of those risks is either addressed or escalated as
appropriate.
3) Employer:
Layla is responsible for:
• Developing and posting a discrimination, violence, harassment and sexual harassment
prevention policy
• Involving the Health & Safety Representative in developing the Workplace Harassment Program
• Identifying factors that contribute to workplace violence
• Assessing the potential for workplace violence
• Developing and implementing measures and procedures to eliminate or minimize the risks
identified in the risk assessment (i.e., prevention measures)
• Taking precautions to protect an employee if the employer becomes aware, or ought reasonably
to be aware, that domestic violence would likely expose an employee to physical injury that may
occur in the workplace
• Implementing a process to review prevention measures
• Developing emergency notification procedures where immediate assistance is required
• Implementing measures to assist employees who have experienced workplace discrimination,
violence, harassment or sexual harassment
• Implementing procedures for employees to report incidents of workplace discrimination,
violence, harassment or sexual harassment
• Implementing procedures for the investigation of incidents or complaints of workplace
discrimination, violence, harassment or sexual harassment
• Providing information, instruction and training on workplace discrimination, violence,
harassment and sexual harassment to all employees and management; this includes providing
information, including personal information, to employees about the risk of workplace violence from
persons who have a history of violent behaviour and whom employees are likely to encounter in the
course of their work
• Notifying the Ministry of Labour of a critical injury or fatality immediately and file a
written report within 48 hours; absent a critical injury or fatality, the employer need not report
a workplace violence incident to the Ministry of Labour unless ordered to do by an MOL inspector
Discrimination, violence, harassment and sexual harassment issues will be handled within the
framework and guidelines set out below. Within this framework, specific complaints will be handled
on a case-by-case basis according to the best judgment of the Management Team and within the
requirements of relevant legislation. A complaint may be informal or formal.
1) Informal Complaint Process
Steps to consider if an employee thinks he/she is being subjected to discrimination, violence,
harassment or sexual harassment:
a) Ask the person to stop. Inform the person that the behaviour is unwelcome. An individual may
or may not realize that such behaviour is offensive. If he/she refuses to co-operate, remind
him/her that such behaviour is against Layla's practice and policy.
b) Speak with your Manager, if you do not feel comfortable talking directly with the person or
speak with another member of the Management Team if the alleged is your Manager. You can ask any
member of the Management Team to intervene and speak with the alleged directly. If you are
satisfied with the resolution after this occurs, in many cases no further action will need to be
taken. The situation and actions taken must be summarized in writing by the Management Team
member involved, in a memo to file with a copy to the employee file. Should further issues arise, a
formal complaint would need to be filed and kept on record.
c) Keep a record of the incident. Make notes of what happened, where and when, whether there
were any witnesses, threats of reprisal, how you were affected, and so forth. If the behaviour has
been expressed in writing, email or on voicemail, save the paper or the message. You may register a
complaint without such a record; however, the record will serve to reinforce the complaint.
d) Seek advice and assistance from a member of the Management Team who will seek advice and
guidance from an expert if an investigation is deemed necessary and appropriate.
e) Move the employee or the alleged harasser to an alternate location as near as reasonably
possible to his/her normal work station and ensure he/she remains available for the purposes of
investigating the incident. In some circumstances, an employee may be provided with reasonable
alternative work during normal working hours. In appropriate circumstances, the employer may
contact the police to intervene or investigate workplace violence.
2) Formal Complaint Process
If the situation cannot be resolved informally, the matter must be reported to a Manager or to the
President. Layla will appoint an investigator, who may be internal or external, as appropriate to
the situation.
The investigation will include:
• Interviewing the complainant and respondent to ascertain all of the facts and circumstances
relevant to the complaint, including dates and locations
• Interviewing relevant witnesses, if any
• Reviewing any related documentation
• Making detailed notes of the investigation and maintaining them in a confidential file
Once the investigation is complete, the investigator(s) will prepare a detailed report of the
findings for the President or designate. A written summary of the investigator's findings will be
provided to the complainant and respondent.
For incidents of workplace harassment, including discriminatory harassment and sexual harassment,
the written summary of findings will also include information on any corrective action that has
been taken as a result of the investigation.
IV. Potential Outcomes of a Complaint
1) What if it is discrimination, violence, harassment or sexual harassment?
Based upon the findings of the investigation, the Manager responsible for the person alleged to
have behaved unacceptably, in consultation with human resources professionals and/or legal
resources as appropriate, shall be responsible for determining the appropriate disciplinary
measure.
Disciplinary action may include (but is not limited to):
• Verbal warning
• Written warning
• Suspension without pay
• Termination with or without cause
2) What if it is not discrimination, violence, harassment or sexual harassment?
In the event an investigation determines that discrimination, violence, harassment or sexual
harassment has not occurred, no information should be placed in the reported individual's employee
file.
Documentation regarding the matter may, if requested by the complainant, be placed in his/her
file.
3) What if it is discovered to be a false complaint?
Knowingly making a false complaint is a serious matter and will result in appropriate disciplinary
action up to and including termination of employment.
Layla recognizes the sensitive nature of discrimination, harassment, sexual harassment and violence
complaints and will keep all complaints and identifying information confidential, to the extent
that it is able to do so. The Company will release only as much information as is necessary to
investigate and respond to the complaint or situation, to take corrective action, or if required to
do so by law.
Out of respect for the relevant individuals and in order to protect the integrity of the
investigation, it is essential that the complainant, respondent, witnesses and anyone else involved
in the formal investigation of a complaint maintain confidentiality throughout the investigation
and afterwards.
Layla will not tolerate retaliations, taunts or threats against anyone who complains about
harassment or takes part in an investigation. Any person who taunts, retaliates against or
threatens anyone in relation to a discrimination, harassment, sexual harassment or violence
complaint may also be disciplined or terminated.
All employees must participate in training regarding the Company's Workplace Harassment and
Workplace Violence Policy and Programs.
Layla will review its Workplace Harassment Program as often as necessary, but at least annually, to
ensure that it adequately implements this policy.
The Company will reassess the risks of workplace violence as often as necessary to ensure that the
policy and program continue to protect workers from workplace violence.
Layla will provide appropriate information and instruction on the contents of the Workplace
Discrimination, Violence and Harassment Policy and will document participation of each employee
Discrimination, violence, harassment and sexual harassment in the workplace are strictly prohibited at Layla Care Inc. (“Layla”). Layla has ZERO tolerance for any physical acts or verbal threats of violence or harassment of any kind, nor any discrimination made by or against employees, customers or visitors on premises or through Layla’ communications channels. It is the responsibility of every employee to report any incident of discrimination, violence, harassment or sexual harassment in the workplace. To help address issues of discrimination, violence, harassment and sexual harassment in the workplace, the Company has established a policy for recognizing, reporting and responding to incidents.
Layla is committed to assessing, minimizing and, to the extent possible, eliminating the risk of discrimination, violence, harassment and sexual harassment in the workplace. It is recognized that discrimination, violence, harassment and sexual harassment are an occupational health and safety hazard and can result in physical and emotional harm. The Workplace Discrimination, Violence, Harassment & Sexual Harassment Policy ensures that violence and all harassment in the workplace will not be tolerated and provides a process to prevent and respond to incidents of violence, harassment and sexual harassment.
An employee who contravenes any provision of this policy may be subject to disciplinary action, up to and including termination of employment without notice, as well as possible civil, criminal or regulatory action. Such contravention may also impact an employee’s performance assessment, reputation and compensation.
Non-employees who engage in violence in the workplace will be reported to the proper authorities. Layla reserves the right to pursue any and all available civil remedies.
1) Workplace:
For the purposes of this policy, workplace is defined as follows:
- All Layla premises and immediate environments, e.g., parking lots, smoking areas, lunchrooms, the Company’s communication channels such as email, telephone, Slack, etc.
-All non- Layla premises used for work-related activities such as customer or partner workplaces, seminars, conferences, business meetings, social functions, and/or any place where an employee is paid to work such as Layla car, home office and the like.
2) Discrimination:
Workplace discrimination includes any distinction, exclusion or preference based on the protected grounds in the Provincial Human Rights Code, which nullifies or impairs equality of opportunity in employment, or equality in the terms and conditions of employment.
The protected grounds of discrimination are:
- Race, colour, ancestry, citizenship, ethnic origin or place of origin
- Gender, gender identity, and gender expression
- Creed, religion
- Age
- Sexual orientation
-Gender identity, gender expression
- Family, marital or same-sex partnership status
- Disability or perceived disability
- A record of offence(s) for which a pardon has been granted under the Criminal Records Act (Canada) and has not been revoked, or an offence in respect of any provincial enactment
Harassment is defined as “engaging in a course of vexatious (insulting, demeaning, annoying, provoking, threatening, or resulting in some other form of discomfort) comments or conduct on a prohibited ground of discrimination that is known or ought to reasonably be known to be unwelcome, offensive, inappropriate, intimidating or hostile.” For purposes of this practice, discriminatory harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which creates an environment that is hostile, intimidating or offensive.
Discriminatory Harassment may include (but is not limited to):
- Unwelcome jokes, remarks, taunting or innuendos with respect to a prohibited ground of discrimination as outlined in Section 2) above.
- The display of racist, derogatory or offensive pictures or material
- Refusal to converse with or work with another staff member because of such things as ethnic origins, sexual orientation, etc.
- Leering, suggestive gestures or unnecessary physical contact such as unwelcomed touching, patting or pinching
- Offensive sexual flirtation; advances; propositions
- Sexual assault
- Viewing or distribution of offensive materials by mail, email, phone or fax
Workplace harassment is sometimes called psychological harassment or bullying. It usually has some or all of the following components:
- It is generally repetitive, although a single serious incident may constitute workplace harassment if it undermines the recipient’s psychological or physical integrity and has a lasting harmful effect
- It is hostile, abusive or inappropriate
- It may involve vexatious or inappropriate comments, conducts or display, gestures, actions or some combination of all of these
- It affects the person’s dignity or psychological or physical integrity
- It results in a poisoned or harmful work environment
In addition, behaviour that intimidates, isolates or discriminates against the recipient may also be included.
Some examples of workplace harassment are:
- Verbally abusive behaviour such as yelling, insults, ridicule and name calling including remarks, jokes or innuendos that demean, ridicule, intimidate or offend
- Workplace pranks, vandalism, bullying, hazing or horseplay
- Gossiping or spreading malicious rumours
- Excluding or ignoring someone, including persistent exclusion of a particular person from workplace-related social gatherings
- Deliberately withholding information that would enable a person to do their job
- Sabotaging someone else’s work
- Displaying or circulating offensive pictures or materials
- Offensive or intimidating phone calls or emails
- Impeding an individual’s efforts at promotions or transfers for reasons that are not legitimate
- Making false allegations about someone in memos or other work-related documents.
Part of the test for determining if harassment has occurred is whether the person knew or should have known that the comments or conduct were unwelcome.
The test is met if:
-The recipient specifically says the behaviour is unwelcome;
-The recipient makes it clear through conduct or body language that the behaviour is unwelcome; or
- A reasonable person would have recognized that the behaviour would be unwelcome to that specific recipient under the circumstances.
Although it is commonly the case, the harasser does not necessarily have to have power or authority over the victim. Harassment can occur from co-worker to co-worker, Manager to employee, and employee to Manager.
Workplace Sexual Harassment:
Workplace harassment also includes workplace sexual harassment which can be defined in two parts:
1. “Engaging in a course of vexatious 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;”
2. “Making a sexual solicitation or advance where the person making the solicitation or advance 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.”
What Isn’t Harassment
Workplace harassment should not be confused with legitimate, reasonable management actions that are part of the normal work function, including:
- Direction of workers
- Setting of employee or team performance targets, and managing employees accordingly
- Measures to correct performance deficiencies, such as placing someone on a performance improvement plan
-Imposing discipline for workplace infractions
-Requesting medical documents in support of an absence from work
It also does not include normal workplace conflict that may occur between individuals or differences of opinion between co-workers.
ffWorkplace and domestic violence that may occur in the workplace are health and safety issues, which are covered under the various provincial health and safety acts.a) Workplace ViolenceWorkplace violence includes the exercise of, attempt to exercise, or threat to exercise physical force by a person against a worker that causes or could cause physical injury to that worker.Workplace violence can be defined broadly enough to include acts that may be considered criminal. Workplace violence includes:• Physically threatening behaviour such as shaking a fist at someone, finger pointing, destroying property, throwing objects• Verbal or written threats to physically attack a worker• Leaving threatening notes or sending threatening emails• Wielding a weapon at work• Stalking someone• Physically aggressive behaviors including hitting, shoving, standing excessively close to someone in an aggressive manner, pushing, kicking, throwing an object at someone, physically restraining someone or any other form of physical or sexual assaultViolence that occurs outside the normal workplace, but which has an impact on the working environment, including working relationships, may also be considered violence in the workplace.Workplace violence may come from many different sources:• Strangers or people with no ties to the workplace• Members, clients, customers, stakeholders or suppliers• Other employees• Intimate relationships outside of work (such as intimate partners, family, friends)b) Domestic ViolenceIf an employee is experiencing domestic violence that would likely expose him or her, or other workers, to physical injury that may occur in the workplace, Layla will take every precaution reasonable to protect the employee and his or her co-workers in the circumstances. This may include some or all of the following:• Creating a safety plan• Contacting the police• Establishing enhanced security measures such as a panic button, code words, and door and access security measures• Screening calls and blocking calls, telephone numbers or certain email addresses• Setting up priority parking or providing escorts to the vehicle or to public transportation• Adjusting the employee working hours and location so that they are not predictable• Facilitating the employee access to counselling community programs• Recommending that the employee consult with his/her health care professionalLayla appreciates the sensitivity of these issues and will do its best to assist the employee as discreetly as possible while maintaining his or her privacy.
Workplace and domestic violence that may occur in the workplace are health and safety issues, which
are covered under the various provincial health and safety acts.
a) Workplace Violence
Workplace violence includes the exercise of, attempt to exercise, or threat to exercise physical
force by a person against a worker that causes or could cause physical injury to that worker.
Workplace violence can be defined broadly enough to include acts that may be considered criminal.
Workplace violence includes:
• Physically threatening behaviour such as shaking a fist at someone, finger pointing,
destroying property, throwing objects
• Verbal or written threats to physically attack a worker
• Leaving threatening notes or sending threatening emails
• Wielding a weapon at work
• Stalking someone
• Physically aggressive behaviors including hitting, shoving, standing excessively close to
someone in an aggressive manner, pushing, kicking, throwing an object at someone, physically
restraining someone or any other form of physical or sexual assault
Violence that occurs outside the normal workplace, but which has an impact on the working
environment, including working relationships, may also be considered violence in the workplace.
Workplace violence may come from many different sources:
• Strangers or people with no ties to the workplace
• Members, clients, customers, stakeholders or suppliers
• Other employees
• Intimate relationships outside of work (such as intimate partners, family, friends)
b) Domestic Violence
If an employee is experiencing domestic violence that would likely expose him or her, or other
workers, to physical injury that may occur in the workplace, Layla will take every precaution
reasonable to protect the employee and his or her co-workers in the circumstances. This may include
some or all of the following:
• Creating a safety plan
• Contacting the police
• Establishing enhanced security measures such as a panic button, code words, and door and
access security measures
• Screening calls and blocking calls, telephone numbers or certain email addresses
• Setting up priority parking or providing escorts to the vehicle or to public transportation
• Adjusting the employee working hours and location so that they are not predictable
• Facilitating the employee access to counselling community programs
• Recommending that the employee consult with his/her health care professional
Layla appreciates the sensitivity of these issues and will do its best to assist the employee as
discreetly as possible while maintaining his or her privacy.
