A conscious, willful, deliberate and repeated activity marked by an imbalance of power, intent to harm and/or threat of aggression that has a negative effect on a person’s health and safety. Bullying is a form of harassment that can be verbal (name-calling, putdowns, threats), social (exclusion, gossip, ganging up), physical (hitting, damaging property) or cyberbullying (using technology to harass or threaten). Bullying can occur within a peer group or between groups. It can occur at work and outside of work.

Any conduct, comment or action based on a protected ground. This includes:

• Harassment and bullying, when connected to a protected ground: age, ancestry, colour, gender (includes pregnancy, sexual harassment, transgender), gender expression, gender identity, family status, marital status, mental disability, physical disability, place of origin, race, religious beliefs, sexual orientation, source of income, or any other protected ground covered by the Alberta Human Rights Act;
• Practices, policies or systems which have a direct or negative impact based on a protected ground; and/or,
• Behaviours, comments or actions to or about an individual or group, which are unwelcome, based on a protected ground and result in a negative or poisoned work environment.

Is objectionable or unwelcome conduct with moderate impact, which may or may not have intent to cause harm and has a negative effect on the work environment or individual(s).

A workforce composed of unique individuals with diverse identities, backgrounds, individual characteristics, and perspectives. 

Is any single significant incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows, or ought reasonably to know, will or would cause offence or humiliation to an individual and/or a negative effect an individual’s health and safety.

A Workplace where employees welcome, support, respect, and value individuals and treat everyone fairly and equitably, by taking into account individual differences. 

A Leader means a person who is in a position of directing employees and/or work relating to any City Workplace, project, contract, or volunteer operation.  They have job titles such as City Manager, General Manager, Director, Chief, Manager, Deputy, Leader, Supervisor, Captain, Team Lead, Superintendent, Foreman, Lead Hand, Coordinator or similar.  This includes those temporarily acting in a Leader role or has been delegated a Leader’s duties. 

The Alberta Human Rights Act provides protection from discrimination or harassment on the following grounds: age, ancestry, colour, family status, marital status, mental disability, physical disability, place of origin, race, religious beliefs, sexual orientation, source of income, gender (including pregnancy, sexual harassment or transgender), gender identity and gender expression.

Is any unwelcome behavior, comment or conduct that is sexual in nature and negatively affects, or threatens to affect a person, either directly or indirectly. Sexual Harassment is considered a type of gender discrimination under the Alberta Human Rights Act. Examples include:

• Unwelcome advances, requests, comments, physical contact such as unnecessary touching, pinching, patting, jostling or gestures that are sexually suggestive;
• Leering that is sexual in nature;
• Implied or expressed threats of reprisal for refusal to comply with a sexual request; and/or,
• Implied or expressed promise of reward for agreeing to comply with a sexual request.

Whether at a Workplace or work-related, Violence means the Threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual Violence.

Any location where City work is being or may be conducted including work-based social gatherings. A workplace can include City buildings, vehicles, off-site meetings, customer sites and telework locations.

Dear Code of Conduct,

One of my colleagues is looking for a more personal relationship than I want. How do I handle this respectfully so I’m still able to work with this person? What should I do?

  – Just Friends

Dear Just Friends,

A colleague asking you on a date or to attend a social event would not be a Code of Conduct issue. If you aren’t interested in your colleague you need to let them know respectfully. In turn, your colleague is expected to respect your decision and maintain a healthy professional relationship with you after that conversation. If this is not the case, then these actions could become a Code of Conduct, Respect in the Workplace issue in the future. 

Dear Code of Conduct,

My co-workers have been treating a team member badly. This person was away sick for an extended period and since he returned to work he has been excluded from conversations and even some meetings. It is affecting morale and team spirit. What should I do?

– Feeling Sick About This

Dear Code of Conduct,

I am Facebook friends with a colleague who often posts profane language and racy pictures on their page. It makes me uncomfortable because they list their employer as The City of Calgary. What should I do?

– Facebook Friend or Foe