Earls Respectful Workplace Policy

All partners at Earls have a right to a safe, welcoming and enjoyable work environment.

Earls maintains a firm, zero tolerance stance on harassment, discrimination, bullying, violence,
and any behaviour that puts the safety or wellbeing of our partners at risk.

All partners are responsible to do their part to contribute in fostering a respectful workplace by
acting in accordance with the Respectful Workplace Policy.

Failure to act in accordance with the Respectful Workplace Policy and the expectations outlined
below may result in disciplinary action up to and including termination.

Zero Tolerance
Harassment, bullying, discrimination and violence is not tolerated at Earls.

Zero tolerance means Earls takes a firm stance against the behaviours outlined above. Every reported
incident of such behaviours will be carefully investigated and addressed appropriately by leadership.
Allegations deemed to be founded will result in appropriate disciplinary action up to and including termination
of employment.

Partner Responsibility
As an employee (“partner”) of Earls, you have a responsibility to conduct yourself in a manner that is
respectful of other partners and guests​. Accordingly, our expectation is that each Earls partner consistently
acts in a manner that is considerate, cooperative and respectful. Ev​ery Earls partner, regardless of position, is
responsible to adhere to the Respectful Workplace Policy as a condition of their employment.

The Earls Respectful Workplace policy applies to all partners within all Earls locations, and may apply to
actions or behaviours that occur outside of the workplace if they impact workability, relationships, or safety
within the workplace.

Partners that experience or become aware of any incidences of harassment, discrimination, bullying, or
violence​ ​must​ immediately report into a Leader. If you are unable or uncomfortable speaking to a Leader at

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your store, please reach out to your Regional Team, Vice President or the People Team at ​people@earls.ca​.
Contact information can be found on the “How to Escalate a Concern” poster in each store.

Partners that are aware of, involved in and/or participating in investigations are required to keep all details
confidential. Any breach of confidentiality or the reporting requirement may result in disciplinary action.

Leader Responsibility
In addition to the Partner Responsibility, Leaders at Earls are responsible for maintaining and fostering an
environment that is free from harassment, discrimination, bullying and violence.

As an Earls leader, you are expected to uphold the standards outlined in the Earls Respectful Workplace
policy in all partner interactions, regardless of interactions occurring ​in or out of the workplace, or on or off
work time.

A Leader that is aware of an incident ​must​ do everything they can to stop it, whether or not a formal
complaint has been made. The goal is to address a potential problem before it becomes serious. Leaders that
become aware of any incidences of harassment, discrimination, bullying, or violence​ ​must​ ​immediately report
in to their General Manager or Regional Director.

Leaders are required to keep the details of work-related complaints confidential. Leaders will not disclose to
anyone the name of the person who has filed a complaint of harassment, discrimination or violence or the
person accused of an incident, or any circumstances related to the complaint, except as necessary to
investigate the complaint or take corrective action related to the complaint, or as required by law. Any breach
of confidentiality or the reporting requirement may result in disciplinary action.

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What constitutes harassment?
Harassment is any inappropriate conduct, comment, display, action, or gesture by a person towards
another person that the first person ought to have reasonably known would cause the other person to be
humiliated, intimidated, threatened, or creates a hostile work environment.

Harassment can:

● involve relationships of unequal power, where putting up with harassing behaviour is either an
explicit or implicit condition for continuing employment or promotion.
● involve relationships between co-workers with equal power, where the harassing behaviour
creates a toxic atmosphere that affects a person’s ability to do their work.
● occur between people of different sexes and between those of the same sex.
● exist even where there is no intention to harass or offend, this includes behaviours that were
intended as a “joke”.
● be conduct that is directed at a particular person or it can be behaviour that is offensive.
● take place in the workplace itself during work hours and non-work hours, or outside of the
workplace in a situation that is in some way connected to work. For example, during off-site
meetings, company parties or business trips.
● be caused by the behaviour of customers or outside suppliers and contractors too.

**Note​: When an employer or supervisor takes reasonable action to manage and direct workers,
those actions do not constitute harassment.

Examples of Harassment can include but are not limited to:

● Unwelcome remarks, jokes, innuendos or taunting towards another partner or guest

● Inappropriate physical contact or comments about an individual’s appearance
● Unwanted messages, letters, emails, calls, or gifts.
● Destruction of property.
● Direct threats of intent to harm.
● Mocking someone’s physical appearance, clothing choices, or any other characteristic.
● Displaying, circulating or electronically transmitting pornography, racist pictures or other offensive
material.

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What constitutes sexual harassment?
Sexual harassment is one of the most common forms of harassment. This type of harassment includes
offensive or humiliating behaviour that is related to a person’s sex, as well as behaviour of a sexual nature
that creates an intimidating, hostile or poisoned work environment. It also includes any behaviour that could
reasonably be thought to put sexual conditions on a person’s job or employment opportunities.

Examples of sexual harassment can include but are not limited to:

● Persistent and unwelcome invitations or requests for dates

● Pressure for sexual activity and outright demands for sexual activity
● Inappropriate questions or sharing of information about a person’s sexual life.
● Sexually suggestive emails or text messages.
● Sexist remarks, jokes or innuendos.
● Leering, ogling, or other sexually oriented gestures.
● Unwelcome physical contact such as hugging, kissing, pinching or patting.
● Distribution of images, videos or content that is sexual in nature.

What constitutes discrimination?

Discrimination is the unjust or prejudicial treatment of different categories of people or things on protected
grounds which include but are not limited to: race, age, religion, gender, sexual orientation, or disability. It
may be intentional or unintentional. It may involve direct actions that are discriminatory to their face, or it may
involve rules, practices or procedures that appear neutral, but have the effect of disadvantaging certain
groups of people.

Some examples of discrimination can include but are not limited to:

● Inappropriate or insensitive racial comments

● Inappropriate comments directed at protected grounds, such as being insulted or called derogatory
names/slurs based on sex, gender, gender identity, religion, age, or any other protected ground.
● Unmitigated or repeated use of microaggressions
● Offensive religious-based gestures or other actions.
● Refusing to converse or work with a person because of his/her disability, gender, race, religion,
sexual orientation, or any other protected ground.

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What is bullying?
Bullying is a form of harassment that is marked by one or more persons attempting to intimidate, demean,
torment, control, mentally or physically harm or isolate another person(s). Bullying can occur when there is a
perceived imbalance of physical or social power, however is not limited to this. Bullying is behaviour intended
to hurt another individual, physically, mentally, or emotionally.

Some examples of bullying can include but are not limited to:

● Repeated or severe incidents of unjustified ridicule or malicious gossip.

● Name-calling, insults, mocking, belittling, offensive sarcastic remarks or abusive comments and
behaviour, especially in front of others.
● Cyberbullying: Sending texts, social media messages, or other electronic communications of a
derisive, intimidating and/or threatening nature. This also includes spreading gossip about the
victim on social media or harassing them through instant messages and texts.
● Repeated incidents of yelling or shouting
● Verbal or written abuse or threats.
● Unwanted physical contact.

**Note​: When an employer or supervisor takes reasonable action to manage and direct workers,
those actions do not constitute bullying.

What is violence?
Acts of violence and threats to harm a person or property - whether verbal or physical - can be considered
acts of violence in the workplace. Violence can also occur in the form of psychological offenses, such as
repeated and hostile, unwanted conduct; verbal comments; or conduct that has lasting, harmful effects on a
partner.

Some examples of violence can include but are not limited to:

● Physical contact of an aggressive nature that ought to be reasonably known to be unwanted

● Physical assault, such as pushing/shoving, punching/slapping, or assault
● Throwing objects at someone out of anger or frustration
● Acts of intimidation or threats of violence
● Concealing or using a weapon
● Property damage, or vandalism
● Verbal or written threats of violence

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Open communication
We encourage open communication, feedback and discussions about any matter important to our partners. At
any time, you may reach out to your Head Chef or General Manager, Regional Team, Vice President or the
People team at ​people@earls.ca​.

The people team is responsible for supporting partner related matters. Matters brought forward to
people@earls.ca​ are treated as highly confidential and will be addressed appropriately. Individuals with
access to ​people@earls.ca​ are:

● Suman Dhaliwal, Director, People Operations

● Tomelise Stefan, Manager, People Operations
● Ciara Delaney, Specialist, People Operations
● Robyn Yates, Coordinator, People Operations

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