Last Updated: Jan 20, 2025

The Circumcision Clinic is committed to providing a work environment in which all individuals are treated with respect and dignity.

Workplace harassment will not be tolerated from any person in the workplace. This includes, but is not limited to, workers as defined under the Occupational Health and Safety Act, R.S.O. 1990, c. O.1, patients, and visitors. Everyone in the workplace must be dedicated to preventing workplace harassment.

Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace – a comment or conduct that is known or ought reasonably to be known to be unwelcome. Such behaviour includes, but is not limited to making remarks, jokes or innuendos that demean, ridicule, intimidate or offend; displaying or circulating offensive pictures or materials in print or electronic form; bullying; repeated offensive or intimidating phone calls or emails; or inappropriate sexual touching, advances, suggestions or requests.

Harassment may also relate to a form of discrimination as set out in the Ontario Human Rights Code, though it does not have to. Under the Ontario Human Rights Code harassment must be based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, or disability.

This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace. Workers are encouraged to report any incidents of workplace harassment. There will be no negative consequences for reports made in good faith.

The Circumcision Clinic will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a timely and fair manner, respecting the privacy of all concerned to the extent possible.

Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal of Ontario on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available.

Last Updated: Jan 20, 2025

The Circumcision Clinic is committed to the prevention of workplace violence and is ultimately responsible for worker health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources. Workplace violence is defined as (a) the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; (b) an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; and (c) a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Violent behaviour in the workplace is unacceptable from any person in the workplace. This includes, but is not limited to, workers as defined under the Occupational Health and Safety Act, R.S.O. 1990, c. O.1, patients, and visitors. Everyone is expected to uphold this policy and work together to prevent workplace violence.

There is a workplace violence program that implements this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns.

 The Circumcision Clinic, as the employer, will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace. 

Supervisors will adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information that they need to protect themselves.

Every worker must work in compliance with this policy and the supporting program. All workers are encouraged to raise any concerns about workplace violence and to report any violent incidents or threats. There will be no negative consequences for reports made in good faith. 

The Circumcision Clinic will investigate and deal with all incidents and complaints of workplace violence in a timely and fair manner, respecting the privacy of all concerned to the extent possible.

Last Updated: Jan 20, 2025

Purpose: 

To provide standards for employee conduct that promotes quality patient care and reflects the expectations of the public for medical practice employees who provide care to patients.

Policy: 

All practice employees are expected to conduct themselves both on and off the job in accordance with the definitions and standards set forth in this policy. An employee who violates the expectations for conduct set forth in this policy will be subject to disciplinary action, which may include dismissal. Not every situation that may arise can be anticipated and included in policy. Employees are expected to understand the fundamental expectations governing conduct and apply them to situations that may arise. 

Definitions: 

Guiding Principles: The practice has established the following guiding principles as a fundamental basis to guide business and employee behaviour: 

o Keep people safe 

o Treat people with respect, trust, and dignity 

o Consider all patient needs with sensitivity 

o Support informed choice and decision making 

o Advance the mission of the practice through teamwork 

o Ensure public trust through personal and professional integrity 

On-the-Job Conduct: The employee’s response to any assigned duty, responsibility, expectation, obligation or behaviour required of the employee by the employer or the position. 

Off-the-Job Conduct: The employee’s off-duty behaviour, which maintains expected ethical and conduct standards and does not discredit or adversely impact the practice’s image or public trust. 

Public Trust: The holding of health-care employment is a public trust, created by the confidence that the patients have in health-care employees. That trust requires adherence to integrity, responsible performance, and correctness in conduct both on and off the job.