November 13, 2013

Page 1

National medals for both soccer squads! (page 11)

The Omega Ω

Thompson Rivers University’s Independent Student Newspaper

News Pages 1, 2

Editorial & Opinion

Volume 23, Issue 11 November 13, 2013

Life & Community

Arts & Entertainment

Sports

Pages 5, 8

Pages 6, 7

Page 11

Page 3

TRU ahead of the game with workplace bullying procedures Jessica Klymchuk Ω News Editor

From left to right: Ruby Dhand, Mursalin Miah, Tom Freidman, Monica Sanchez-Flores and Wendy Hulko discuss the impact of Quebec’s Bill 60, also known as the Charter of Values. (Amy Reinitz/ The Omega)

Charter of Values unconstitutional: TRUFA equity committee Amy Reinitz Ω Contributor Does the power of the government trump individual rights when it comes to freedom of religion? This was one of the questions posed at the TRU Faculty Association (TRUFA) equity committee panel discussion addressing the Parti Québécois’s (PQ) proposed Charter of Values on Nov. 7. The panel was made up of TRU faculty as well as members of religious minorities, including Ruby Dhand from the faculty of law, Tom Friedman from the faculty of English and modern languages, Monica Sanchez-Flores from the faculty of sociology and anthropology, and Imam Mursalin Miah of the Ayesha Mosque in Kamloops. Wendy Hulko, from the faculty of social work, moderated the event. “It is just mind-boggling to see why the PQ feels justified, at all, in proposing this bill in Canada, [a country] that has a tradition of supporting minority rights and freedom of religion. That is entrenched in our national constitution,” Sanchez-Flores said, which reflected the general tone of the discussion.

Sanchez-Flores, who also cochairs the equity committee, introduced the basics of the Charter. Its formal name is the Charter affirming the values of state secularism and religious neutrality and of equality between women and men, and providing a framework for accommodation requests. Or put more succinctly, Bill 60. If passed, Bill 60 would prohibit the wearing of “overt and conspicuous” religious symbols by government employees, including municipal personnel, police officers, and school employees. “Conspicuous” has not been properly defined in the bill, but would include large crosses, burkas, yarmulkes, and turbans. It would also make it mandatory to have one’s face uncovered while receiving or providing state services. “It would effectively expand the power of the provincial government in defining that all public servants are an extension of the state, and therefore the individual rights are not necessarily as important,” Sanchez-Flores said. “It would give them the power to define what does and does not count as religion.”

See CAMPUS PANEL, Pg.

2

New WorkSafeBC legislation mandating workplace bullying and harassment policies will not directly affect TRU because of the longstanding policies it already has in place. On Nov. 1, Wo r k S a f e B C implemented three policies under the Worker’s Compensation Act, which deal with workplace bullying and harassment. The duties of the employers, workers and supervisors are defined in the new policies which require employers to provide training regarding workplace bullying and harassment, to outline a procedure for complaints and to keep records of cases. The new policies affect 215,000 employers and 2.2 million workers province-wide and 1,100 workers at TRU.

TRU’s Respectful Workplace and Harassment Prevention Policy was last amended in 2009. It’s facilitated by the human rights officer, but preliminary steps can also be carried out by deans, directors and associate vice presidents depending on the position of the complainant.

The policy defines discrimination, sexual harassment and personal harassment and outlines steps for reporting, mediation, investigation, decisions, remedies, corrective measures and discipline. Associate vice president of human resources and planning Denis Powers said TRU already had these procedures “well in hand” and although the language might differ, the policy already aligns with WorkSafeBC’s requirements. Although respectful —Denis Powers workplace workshops have existed for at Assistant VP Human Resources, TRU least a year, TRU has amended its training procedures to include the new WorkSafeBC policies TRU human rights officer and definitions of workplace Hugh MacInnes said TRU hired bullying and harassment and an employment and safety law implemented an online training expert to review the policy program. based on WorkSafeBC’s policy introductions, but no changes See HARASSMENT, Pg. were required.

This is something we need to make sure we’ve been trained for... ”

2

Disciplinary action for workplace bullying at TRU can include termination of employment. TRU’s respectful workplace and harassment policy affects 1,100 employees including faculty, staff, administration and students who are employed by the university.

( Jessica Klymchuk/ The Omega)


Turn static files into dynamic content formats.

Create a flipbook
Issuu converts static files into: digital portfolios, online yearbooks, online catalogs, digital photo albums and more. Sign up and create your flipbook.
November 13, 2013 by The Omega - Issuu