Friday, July 10, 2015
This week, AMAPCEO submitted a series of recommendations on the OPS Workplace Discrimination and Harassment Prevention (WDHP) policy and program following internal review by members, activists, and staff.
On Thursday, President Dave Bulmer, along with AMAPCEO staff, appeared before senior OPS employer representatives to present the Association’s submission. AMAPCEO expressed concern over the large discrepancy between the goals of the policy and the actual practices present in the workplace.
Recommendations focused on the following key areas:
- A need for more detailed and specialized WDHP understanding among managers;
- Insufficient support materials for employees contemplating or involved in a complaint;
- A lack of clarity regarding members’ right to AMAPCEO representation through a WDHP complaint;
- Evidence that the current policy does not allow for identification of all forms of workplace discrimination and harassment;
- Members’ fear of reprisal from managers or coworkers upon filing a complaint;
- A need for greater transparency surrounding the investigation process; and
- Dissatisfaction with current restoration practices, including the need for a more holistic approach to resolution.
The recommendations submitted include more frequent and specialized training for managers on the WDHP policy and program; plain-language resources for members; written justification for “out of scope” complaints; greater protection for employees from any form of reprisal; and several more recommendations, as outlined in the full report.
With regard to WDHP review, AMAPCEO is especially committed to ensuring that all members are aware of their entitlement to AMAPCEO representation throughout the WDHP complaint process. Please contact your Workplace Representative if you have any questions about the WDHP policy and program.