Canadian Institute of Workplace Harassment and Violence (CIWHV)
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Mission Statement
We are a not-for-profit organization providing funding and resource guidance for eligible employees in financial distress to access treatment and/or legal resources to deal with ongoing conflict and harm from workplace psychological violence and harassment.
About This Cause
Areas of Focus: (1) Providing opportunity for impacted employees who are struggling financially, to access two of the most essential support systems available to them: Legal and/or Health Services. These support systems can be expensive, complex, and confusing for injured people to navigate. This funding supports harmed workers to: (i) Stabilize their individual physical and/or psychological functioning in their unique workplace situation, (ii) Access legal resources and advocate for their rights, (iii) Regain clarity, confidence, and courage, and (iv) Actualize their legal rights. (2) Our fundraising gives us the opportunity to help adults in the workplace, impacted by bullying, harassment, discrimination, or racism, seek the resources they need, including treatment and legal services. Funding will be assessed case by case, by our board members for allocation to "substantiated cases" through a very specific vetting process. We have developed a specialized tool to assess the applicants qualifications and need. Their application for funding which will take place with a trauma informed trained consultant (a therapist, using a specific in-take procedure) will provide a summary of the individuals experiences and the steps taken to date. Depending on the individual’s needs, risks, resources, and capacity, we may for example, begin by funding one consultation with a specialized counsellor and or a lawyer. Those counsellors or lawyers (which we will be collaborating with) will offer a first session at a negotiated fee (CIWHV will be advocating for a reduced fee). Following this first session, the goal will be to develop a personalized strategy and assess further funding needs. Goals: (1) To assist all harmed workers in accessing the many health or legal systems they may need by providing education and funding options. (2) To provide quality information and funding that enables and empowers all employees to understand and exercise their legal rights as protected by health and safety legislation. Information will include: (a) Canadian Federal and Provincial Legislation (based on province or territory), (b) Legal resources – CIWHV is currently collaborating with five attorneys that have been vetted and meet our Gold Standard prerequisites, including a strong code of ethics, values, empathy, fairness, and timeliness, who will remain neutral and offer unbiased services, which demonstrate best practices. These collaborators have experience in employment law, and various other corollary skill sets in the field of law. (c) WorkplaceStop Toolkit (being developed through the generous donation of time by an institution in Ontario, Canada) which will enable employees in Canada to navigate various systems when experiencing bullying, harassment or systemic harm. (d) Harassment or bullying is not a simple concept, but is multifaceted and complex; thus, information on the definition of harassment or bullying is provided on the CIWHV web site, as defined by CIWHV, as well as definitions from various other related web sites, including: (i) Canadian Centre for Occupational Health & Safety, (CCOHS) (ii) USA Workplace Bullying Institute, (iii) the Ontario Safety Association for Community & Health (OSACH, now termed OSH – Occupational Health & Safety). The CIWHV web site also includes associated terms, such as, mobbing, gaslighting, lateral violence and microaggressions. (3) To recognize the importance of equity (based on all types of personal identities) and diversity (based on many factors including, but not limited to, racial or gender identity, place of origin), and the role they play in portraying some employees in a way that puts them at greater risk of becoming targets of workplace bullying and harassment. (4) To empower all employees to realize their own potential and sense of belonging / being included in the workplace. (5) To continue to provide assistance for all employees at all organizational levels through our systematic process for assessing individuals in need of support (indicated previously as a “specific in-take procedure”. Board Members skill sets: (1) The following members possess (i) Health Care and (ii) Social Services skills: Linda Crockett, MSW (Specialization in Workplace Bullying), RSW, SEP, CCPA, Gold Star Alumni Status at the Workplace Bullying Institute in Washington State - thirty-eight years as a social worker, founder and operator of Alberta Research, Resources & Recovery Center (ABRC) for nine years, and the Canadian Institute for Workplace Bullying Resources (CIWBR) for four years, the Canadian Institute of Workplace Harassment and Violence (CIWHV) 22 months. (2) The following members possess (i) Program Delivery/Adult Teaching and (ii) Stakeholder Development & Engagement skills: (i) Linda Crockett, through her experience with operating ABRC and CIWBR. (ii) Wendy Gaucher-Bigcharles - through her professional experience in the energy sector relating to community engagement. (iii) Sherry Lee Benson-Podolchuk, Retired RCMP (Royal Canadian Mounted Police), BA (Conflict Resolution Studies) – part of two Federal government reports focusing on sexual harassment and bullying in the workplace. (iv) Will Kunyk - Account Manager (United Way-Alberta) and Co-Chair of Leading Inclusively Teams (DEI), Executive Director Pride Centre of Edmonton and Indigenous Knowledge (Aboriginal Knowledge Level I training). (v) Kimberley Karstunen, Associate of Arts (Psychology) - Sports Coach & Assistant Program Supervisor (12 years), through training and support to address individual’s strengths and weaknesses. (3) The following members possess (i) Legal skills: (i) Jodie Barry - Civil Managing Lawyer. (ii) Wendy Gaucher Bigcharles – member of the board of CIWHV, a long-time contributor/member of ABRC and CIWBR; currently studying Law at University of Calgary. (5) Psychological Safety Trainers: (i) Linda Crockett (all professions and industries) (ii) Tryna Ames (all trades) (iii) Stephane Langteigne (all occupations and industries) (iv) Sherry Benson Podolchuk (all professions and industries) (v) Aalya Ahmad (6) All members have varying levels of skills in (i) Strategic Planning, (ii) Financial Reporting, (iii) Marketing, (iv) Communications and (iv) Public Speaking. Document drafted on 30-August-2024 by Linda Crockett and Terrance J. Sereda (T. Sereda, author, of "Mapping workplace Bullying Behaviours to Moral Disengagement"). Deposited 25-Mar-2024.