WE WANT EVERYONE WHO WORKS AND VISITS STATION ON JASPER TO HAVE A SAFE AND ENJOYABLE EXPERIENCE

NO BULLYING – NON-DISCRIMINATION – NO HARASSMENT

  • STATION is committed to creating an environment in which all individuals are treated with respect and dignity. Each individual has the right to work or be a guest in a professional, safe, and healthy atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. We will not tolerate any behaviour by any employee, management, owner, supplier or guest that constitutes bullying, harassment, discrimination, or violence of any kind. All employees, management, and owners are required to sign specific acknowledgement of our no bullying, non-discrimination, no harassment policy.
  • It is the policy of STATION to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, or any other characteristic protected by law. STATION prohibits any such discrimination or harassment.
  • STATION provides on-premise options for restrooms that are not gender specific.
  • STATION encourages reporting of all perceived incidents of discrimination or harassment, regardless of the offender’s identity or position. Concerns should be discussed with any immediate supervisor, any management member, founder, or any ombudsperson. Additional steps have been taken to establish a third-party ombudsperson for staff in the event that full anonymity is desired. The contact information for our ombudsperson is listed on the communication board in the staff area.
  • STATION encourages individuals who believe they are being subjected to any such conduct to:  A) advise the offender that their behaviour is unwelcome and request it stop immediately.  NOTE: This scenario is recommended only if the individual feels safe in doing so.   B) advise the staff of the situation and request it be handled by management on duty.
  • Management with knowledge of harassment, discrimination, or bullying – however that knowledge was acquired, shall always report the information directly to persons in position to take appropriate action. It is the policy of STATION to promptly and thoroughly investigate such reports and take corrective action. STATION prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action or as required by law.
  • All steps reasonably necessary to prevent a reoccurrence of the reported conduct pending a completion of an investigation will be taken as soon after a report is practical. Management will then conduct a confidential investigation and determine what, if any, corrective action should be taken. Corrective action shall be reasonably calculated to prevent a recurrence of the reported incident, and may include discipline up to and including discharge or other as applicable by law.
  • STATION employees have the authority to remove patrons who are offensive or offenders of our no bullying, non-discrimination, no harassment policy. Decisions on further actions regarding offending patrons, including venue bans or legal actions, will be made on a case-by-case basis by management and ownership.
  • Complaints of harassment or violence will be taken seriously and dealt with in a spirit of compassion and justice.
    • Violence is defined broadly as:
      • The exercise of physical force by a person against a worker or guest in a workplace that causes, or could cause, injury.
      • An attempt to exercise physical force by a person against a worker or guest in a workplace that could cause physical injury.
      • A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker or guest in a workplace that may cause physical injury.
    • Harassment is defined as:
      • Any unwanted physical, sexual, or verbal conduct that is known, or ought reasonably to be known, to be unwanted and is a form of discrimination. Harassment may involve a wide range of behaviours, from verbal innuendo and subtle suggestions to overt demands and physical abuse.
    • Sexual Harassment is defined as:
      • Any attempt to coerce an unwilling person into a sexual relationship, or to subject a person to unwanted sexual attention, or to punish a refusal to comply.
      • Unacceptable physical conduct includes:
      • Unwelcome physical contact including patting, pinching, stroking, kissing,
        hugging, fondling, or inappropriate touching
      • Physical violence, including sexual assault
      • Physical contact, eg. touching, pinching
    • Unacceptable verbal conduct includes:
      • Comments on appearance, age, private life, etc.
      • Sexual comments, stories and jokes
      • Sexual advances
      • Repeated and unwanted social invitations for dates or physical intimacy
      • Insults based on the sex of an employee or patron
      • Condescending remarks
      • Sexually explicit messages (by phone, email, or other avenue)
      • Unacceptable non-verbal conduct includes:
        • Display of sexually explicit or suggestive material
        • Sexually suggestive gestures
        • Whistling
        • Leering
  • STATION harassment policy extends to social media content. Under no circumstances will bullying or harassment be acceptable on social media, to fellow employees, customers, or any other person (even if it is on a personal account). If an employee is found to be involved in online bullying, management will be involved and disciplinary action will be enforced. We have a no tolerance policy for harassment of our employees and social media is included in this. If posting as an employee about the STATION on social media, be aware that all content will be associated with the STATION. Please use discretion when doing so. Remember that social media is public, no matter how many privacy settings someone may have.
  • Employees are expected to avoid gossip in the workplace. Employees should refuse to participate when another employee mentions an individual who is not present in a negative light. Please change the subject or indicate that you have agreed not to talk about other employees in reference to this policy.
  • Procedures
    • It is the responsibility of all staff to raise concerns and report concerns about harassment, violence, and discrimination.
    • All complaints of harassment, violence, or discrimination will be taken seriously and will be investigated. Investigations will be conducted and facilitated by the operating owner and general manager.
    • Dealing with a case of harassment or violence needs to minimize distress for the complainant and involve as few people as possible. Every effort will be made to maintain confidentiality, minimize disruption to the workplace and restore a safe and positive work environment.
    • Upon the conclusion of the investigation, the operating owner and general manager and/or other appropriate investigative bodies will review the information gathered, take appropriate actions, and respond to the complainant.
  • We endeavour to be respectful and welcoming to all artists who perform at STATION, but we expect artists to conduct themselves appropriately and our policies apply to our artists and performers as well. We reserve the right to cancel any artist or performer, without payment, based on any abusive or discriminatory behaviour.
  • We ask that all of our employees participate and frequently review the Sexual Assault Center of Edmonton (SACE) training that has been made available – including the 5 Minute Friend program that we reviewed in Orientation. We ask any of employees with any questions about this training, please bring it to the attention of a supervisor. We encourage any interested guest as well to explore the resources available through SACE.
  • Our prevention policies are not intended to discourage or prevent employees from exercising any other legal rights pursuant to any other law, all employees have the right to file a complaint to the Human Rights Commission.

Some additional helpful resources:

    • Alberta Health Services Crisis / Distress Lines: 780-482-4357 or 780-342-7777
    • Alberta Mental Health Helpline: 877-303-2642 (24/7)
    • Addiction Helpline: 866-332-2322 (24/7)
    • SACE (Sexual Assault Centre of Edmonton) 24 hr helpline: 780-423-4121

Our hope at Station On Jasper is that our place and the industry as a whole continually strives to become better and make hospitality industry venues safer and more welcoming. We view all of our policies at Station On Jasper as living documents that can continually be improved upon. If you have any comments or suggestions regarding any of the above, the most proactive way you help us is by sending an email to contact@stationonjasper.com or visiting the venue to have an in-person discussion with one of our management team. All feedback will be considered as we continually improve our policies and our approach to operations.