Guidelines

1.原则陈述

Teck致力于提供工作环境，其中员工受到尊严和尊重。如果员工在自己希望并期望被治疗并期望对待其他员工，这通常是可实现的。

Teck还要求工作环境免于歧视，包括骚扰和性骚扰。工作场所的歧视和骚扰是不可接受的，不会容忍。

Teck致力于妥善处理员工，并为雇员提供员工的程序，以报告歧视和骚扰的事件，无论它们是否涉及共同工作人员，主管或任何其他人。

Teck致力于完全遵守任何解决歧视或骚扰的当地法律。

2.目标
The objectives of this policy are:

• 提供一个工作环境，其中雇员受到尊严和尊重。
• To ensure that employees are aware that there are certain types of behaviour that will not be tolerated.
• To make all employees responsible for maintaining a workplace free from discrimination and harassment.
• 为处理和调查投诉创建公平，公正和机密程序。

3.歧视性行为
歧视：Discrimination is to improperly and without a valid work-related purpose treat an
employee differently because of that person’s race, colour, ancestry, citizenship, place of origin or ethnic origin, political belief or opinion, religion, marital status, family status, physical or mental disability, membership or non-membership in a union, position in a union, sex, sexual orientation, age, social origin, source of income, criminal record, or criminal or summary conviction that is unrelated to their employment.

Harassment:骚扰是一种歧视形式。它是基于或与在歧视定义中确定的特征的不可思议的行为，这些特征在不利地影响工作环境或导致受害者对与受害者不利有关的后果。

骚扰可以针对员工，或者可以是间接行为，如性别歧视或种族主义言论，笑话或绰号或展示种族主义或裸露的材料或裸体或半裸图像。

Sexual Harassment:Sexual harassment is conduct of a sexual nature that is known or ought to be known to be unwelcome and which detrimentally affects the work environment or leads to adverse job-related consequences for the victims(s) of the harassment. Example of sexual harassment include, but are not limited to:

• 不受欢迎的身体接触或不必要的触摸;
• 不恰当和不需要的性调情，提出或命题;
• 暗示，粗俗和粗略言论，评论或笑话，以及贬义的令人反感的性引用;
• 性钟表;
• 质疑某人关于他或她的性生活;
• 展示性质的冒犯材料，包括来自互联网的材料;和
• 管理员工的权威人士申请被雇用或接受促销或其他雇佣福利。

4.职责
所有员工都有责任确保员工在无尊严和尊重的歧视工作环境中对待并遵守这一政策。观察与本政策相反的行为的任何员工都被认为报告了报告了同样的行为。员工不需要成为骚扰或歧视的受害者，以报告他或她的感受与本政策相反。

All levels of management and supervision have the principal responsibility to monitor the work environment to ensure employees are treated properly and to conduct appropriate investigations promptly and confidentially.

5.程序
保密
Teck认识到，一些员工可能会发现难以追究或歧视的抱怨难以向前提出，并且可能希望仍然保密。

为了保护申诉人的利益，抱怨的人和报告此类事件的其他人，所有员工都有义务在整个调查过程中保持保密性。仅披露有关投诉有关的信息，只应披露执行调查程序，或者如果保证纠正措施，执行这些措施。

报告投诉
Employees should report incidents of discrimination or harassment in a timely manner.

Employees may report incidents of discrimination or harassment in a number of ways.

• 如果他们感到舒服，那么鼓励员工与据称犯罪行为的员工讨论他们的担忧。让另一个人意识到他或她在工作环境中创造不适可能足以解决这种情况。
• If the employee is not comfortable confronting the other employee or has already tried doing so without effect, the employee may directly contact his or her supervisor or the person designated to deal with such complaints at the local operation. The employee may ask to discuss the matter with either a male or female representative.
• 员工可以联系任何管理人员可能对讨论他或她的关注。
• 员工可能会向Teck的高级副总裁，商业和法律事务或通过“做正确的”热线和网站表示担忧。

员工不必在任何其他情况下选择一个报告方法。员工应该以员工觉得最舒适的方式提出投诉。

调查投诉
一旦投诉，报告投诉的主管或管理人员将立即通知当地人力资源经理。投诉将被评估，并对处理它的最有效方式进行决定。

并非所有投诉都将以同样的方式处理。虽然有些人在缔约方之间在缔约方之间与早期阶段的援助非正式地解决，但在某些情况下可能需要更多正式的调查。投诉的性质以及对处理的最有效方式的评估将影响每个投诉的处理方式。

如果投诉非正式解决，则由雇员签署的书面形式记录，并保存在本地人力资源经理办公室的机密档案中。涉及的经理将负责监督遵守协议。

All investigations will be approached in such a way as to grant both employees a fair opportunity to present their side of the issue. Once an investigation is complete, the information gathered will be evaluated and summarized in a report. Each of the employees involved will be notified regarding the outcome of the investigation.

抱怨的处置
在发现歧视或骚扰事件发生的情况下，将采取适当的纠正措施。例如：

• A private or public apology may be required.
• An employee found to have acted in breach of this Policy may be subject to discipline up to and including termination of employment. The severity of the discipline will depend on a number of factors, including the nature of the conduct, the employee’s previous disciplinary record, length of service, contrition and other mitigating factors.
• One or more of the employees may be reassigned. Normally an employee who is found to have committed an offence will be reassigned rather than a complainant.
• Education may also be required for the offending employee(s).

报复
Employees have the right to raise concerns under this policy without fear of reprisal. Reprisal is a violation of this policy and will not be tolerated. Retaliation includes but is not limited to acts of hostility, encouraging hostility by other employees or spreading rumours about the employee. Teck is committed to maintaining a workplace in which employees are treated with dignity and respect. It requires the cooperation of every one of its employees in order to be able to do so.

虚假或制作的投诉
Making a false or fabricated complaint of discrimination or harassment will be treated very seriously. Any employee who makes such a complaint will be subject to discipline up to and including termination of employment.