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Agrium strives to provide a healthy and open work environment free from harassment and workplace violence. It is the intent of this policy to prohibit any conduct, whether intentional or unintentional, that results in the harassment or constitutes a threat to the health or safety of any individual or individuals.
This policy applies to all Agrium employees, contractors, vendors and visitors.
In keeping with the nature of this policy, Agrium strictly prohibits harassment or discrimination against any individual or individuals on the basis of religious beliefs, colour, gender, race, disability, age, nationality, ancestry, marital status, family status, sexual orientation or protected activity (opposition to prohibited discrimination or participation in making a complaint of harassment or discrimination). Individual states or provinces may include additional protected grounds not mentioned herein, and they would be included in this definition.
Harassment may include unwelcome remarks, jokes, writings, gestures, physical contact, or other communications or conduct, referring to or concerning an employee's religious beliefs, colour, gender, race, disability, age, nationality, ancestry, marital status, family status, sexual orientation or protected activity, which:
a) makes the employee's work environment intimidating, hostile, or offensive; or
b) is done in such a way that the employee is made to understand that submission or acquiescence in such conduct is a condition for continued employment or a basis for employment decisions.
It is not necessary that the behaviour be intentional to be considered harassment. It can be a single, serious incident, or a series of incidents over a period of time.
Agrium also strictly prohibits violent behaviour, including behaviour that threatens violence. Violence may be defined as any behaviour which would be interpreted by a reasonable person as being a substantial threat of, or physical action intended to harm or endanger the safety or well being of another employee or to destroy Agrium property.
Employees who feel they are, or have been subjected to harassment or workplace violence, or if they have been a witness to either situation, should take the following steps:
1. Clearly inform the alleged harasser or person engaging in violent behaviour that his/her behaviour towards you is offensive and unwelcome and to stop such behaviour. If need be, your supervisor or Human Resources representative can advise and assist you in dealing with the matter.
2. If the behavior continues, or if you feel you cannot talk to or do not want to talk to the alleged harasser, or the conduct is of a serious nature, or causes you to feel unsafe, go directly to your supervisor or Human Resources representative to discuss the situation (or you can also contact any member of Senior Management). Complaints may be filed in either written form (by letter or by completing a formal complaint form) or verbally.
Agrium will seriously consider and address each complaint made. Agrium will review and, as it deems appropriate in the circumstances, investigate the complaint. At the conclusion of the review and any investigation conducted, Agrium will take such action as it deems appropriate, which may include immediate discharge or disciplinary action if Agrium determines that harassment or violent behaviour has occurred. In the event an employee believes he or she has been subject to harassment by a non-Agrium employee, at an Agrium site, Agrium will take such actions as it deems appropriate in the circumstances.
Agrium seeks to preserve confidentiality regarding matters alleged in the complaint to the extent that such confidentiality does not conflict with efforts to review, investigate and otherwise address the complaint, take remedial or other action in response to the report, and/or prevent further harassment or other inappropriate behaviour.
Retaliation against persons who bring a complaint of actual or perceived harassment or violence is strictly prohibited. Employees should not engage in adverse treatment of other employees because they have reported harassment or violent behaviour or have provided information in connection with a report of such behaviour. Employees who believe they have experienced or observed retaliation should report it immediately to one of the persons designated above. Retaliatory behaviour may result in immediate discharge, disciplinary action, or other remedial action, as deemed appropriate in the circumstances by Agrium.
A complaint of harassment or workplace violence that is intentionally fraudulent or malicious, as distinctive from unfounded, may be subject to disciplinary action.
All employees are responsible for conducting themselves in a manner consistent with this policy. If you have any questions regarding harassment or workplace violence, you are encouraged to discuss them with your supervisor or local Human Resources representative.
For a more detailed explanation of this policy and complaint procedure process, please refer to the Agrium handbook entitled Preventing Workplace Harassment and Violence.
Important: This policy is not intended to create an express or implied contract of employment. Agrium reserves the right to modify any part of this Policy, at any time, with or without advance notice to affected employees.
Policy Owner: Human Resources
Date Last Reviewed: October 2007
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