Layla's Anti-Harassment, Anti-Discrimination, and Workplace Violence Policy

Last Updated: July 28th, 2025

1. Purpose of Document

Layla Care Inc. ("Layla" or the "Company")  is committed to providing a safe, respectful, inclusive, and harassment-free workplace. This policy outlines our expectations, defines prohibited behaviors, and establishes procedures for addressing violations.

1.1 Compliance

This policy complies with applicable legislation, including Ontario's Occupational Health and Safety Act (OHSA) and Human Rights Code, Alberta's Occupational Health and Safety Act, British Columbia's Workers Compensation Act, and Nova Scotia's Occupational Health and Safety Act.

2. What’s Covered & Definitions

Layla prohibits all forms of harassment, discrimination, and workplace violence based on protected characteristics, including race, ethnicity, gender identity, sexual orientation, disability, religion, age, and other grounds outlined by applicable federal or provincial legislation.

  • Harassment: Includes unwanted conduct, comments, or actions that demean, humiliate, intimidate, or threaten individuals. 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 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, employee to manager, or involve a Third Party.

  • Not 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 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 or differences of opinion between individuals. Differences of opinions or political views, when expressed respectfully, do not constitute harassment. Employees are encouraged to exercise respect and remain open to diverse perspectives.

  • 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. Workplace violence includes:
    • Physically threatening behaviour (e.g. destroying property, throwing objects)
    • Verbal or written threats to physically attack a worker
    • Leaving notes or sending emails threatening of violence
    • Wielding a weapon at work
    • Stalking
    • Physically aggressive behaviors (e.g., hitting, shoving, aggressive standing, pushing, kicking, throwing objects, physically restraining someone, physical or sexual assault)

3. Internal Violations

3.1 If You Experience or Witness Internal Violations:

  • Immediately report incidents to your direct manager, HR, or a member of Layla’s leadership team.

3.2 What Happens Next:

  • Layla will promptly investigate all reports.
  • Investigations will involve discussions with relevant parties, maintaining confidentiality as much as possible.
  • Outcomes may include training, counseling, disciplinary actions up to and including termination, and/or other appropriate corrective measures.
  • Layla strictly prohibits retaliation against anyone reporting a violation in good faith.

4. Third Party Violations

4.1 If You Experience or Witness Third Party Violations:

  • Employees are empowered, to their comfort level, to directly address third-party behavior that violates Layla's values by clearly explaining expectations and setting boundaries.
  • Always document violation incidents clearly and objectively.
  • Report the incident to your manager or a senior leader in your area as soon as practicable.

4.2 What Happens Next:

  • Layla will take immediate steps to address the behavior with the third party involved.
  • Possible outcomes include warnings, modification or termination of services (e.g. reassigning a patient), or cessation of services (except as restricted by applicable laws). Layla may also decide that no further action is necessary if the initial steps taken by the employee sufficiently address the situation.  
  • Layla will provide necessary support and protections to affected employees.

5. Seeking Clarity

Employees who have questions or need further clarification about this policy are encouraged to reach out to their direct manager, HR representative, or any member of the leadership team.

6. Policy Review & Updates

Layla will review this policy annually or whenever significant legislative or organizational changes occur. Any updates will be communicated clearly to all employees and stakeholders.

Layla remains committed to maintaining an environment built on respect, dignity, and inclusion, reflecting our values of quality, compliance, and care.