On Screen Manitoba and the Manitoba media production industry has taken on a Harassment Prevention and Respectful Workplace initiative. This will include dialogue between IATSE, ACTRA, DGC, Film Training Manitoba, On Screen Manitoba, producers, productions and production companies.
The Harassment Prevention and Respectful Workplace initiative aims to create a respectful workplace where those who are subject to harassment can feel free to report without fear of retribution.
Employers and employees will come together to compile resources, establish and define best practices, and develop a positive culture.
Workplace Safety and Health Act and Regulation requires that an employer must develop, implement and post a written policy to prevent harassment in the workplace. (see Workplace Safety and Health Act Part 10 – Harassment)
Unions and Guilds in Manitoba address Discrimination and Harassment to varying degrees in their Collective Agreements and Contracts. Harassment Prevention/Respectful Workplace Policies are the responsibility of the employer.
While many production companies and productions in Manitoba have developed policies, there are still some that have not.
SAFE Work has developed a Sample Harassment Prevention Policy that can be used to write a policy for your production office, production or other workplace.
A Harassment Prevention and Respectful Workplace Policy is the first step in promoting a positive culture in the workplace.
Some notes on an a Harassment Prevention Policy
You will need to identify a person or persons that the complainant can report to:
– In a production company this could be the designated HR person, a manager, a designated employee or member of the safety committee if there is one. It is helpful to have more than one designated person.
– On a production, this could be a producer, production manager, AD, crew rep, or other designated employee or member of the Safety Committee, if there is one. It is helpful to have more than one designated person.
Employers must post a copy of the Harassment Prevention Policy in a prominent place in the workplace.
– Keep in mind that on a Production workplaces are not always in enclosed buildings. Your policy could be posted in Production vehicles, in trailers, at Craft Services areas and in lunch rooms, green rooms and background holding areas.
Harassment Prevention and Respectful Workplace Sources, Resources and Links
Part 10 of Manitoba Workplace Safety and Health Regulation, M.R. 217/2006, requires employers to develop, implement and post a written harassment prevention policy in consultation with the workplace safety and health committee or representative. If there is no committee or representative, the employees at the workplace should be consulted.
SAFE Work Manitoba
Manitoba Workplace Safety and Health Regulation
Manitoba Human Rights Code
Manitoba Human Rights Code Harassment is addressed in Section 19
Canadian Human Rights Commission
Canada Labour Code
Lydia Dishman Article
Mickey Rogers Media
Are You Being Harassed?
Sexual Assault Symposium – Toronto – December 5-6
As part of the #AfterMeToo initiative, industry members will launch a symposium on sexual assault at The Globe and Mail office in Toronto December 5-6, supported by The Academy of Canadian Cinema and Television and TIFF. The first day will feature roundtable discussions with industry professionals with the goal to create solutions for harrassment and abuse in media production industry workplaces. The second day will be open to the public, presenting findings from the roundtable and an open Q&A. The event will be filmed and a report will be written and made available online. See the Playback (paywall), The National Post, The Canadian Press and CTV articles for more information.
The Globe & Mail
The National Post