{"id":8603,"date":"2025-02-06T15:13:51","date_gmt":"2025-02-06T20:13:51","guid":{"rendered":"https:\/\/www.mandolinehybride.com\/?page_id=8603"},"modified":"2026-02-20T15:55:34","modified_gmt":"2026-02-20T20:55:34","slug":"prevention-policy-for-workplace-psychological-or-sexual-harassment-and-processing-of-complaints","status":"publish","type":"page","link":"https:\/\/www.mandolinehybride.com\/en\/prevention-policy-for-workplace-psychological-or-sexual-harassment-and-processing-of-complaints\/","title":{"rendered":"PREVENTION POLICY FOR WORKPLACE  PSYCHOLOGICAL OR SEXUAL HARASSMENT  AND PROCESSING OF COMPLAINTS"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m6tmnwsa-c4627bcadb0b7042a7a63f863719f74a\">\n#top .av-special-heading.av-m6tmnwsa-c4627bcadb0b7042a7a63f863719f74a{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-m6tmnwsa-c4627bcadb0b7042a7a63f863719f74a .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-m6tmnwsa-c4627bcadb0b7042a7a63f863719f74a .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-m6tmnwsa-c4627bcadb0b7042a7a63f863719f74a av-special-heading-h1  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag'  itemprop=\"headline\"  >PREVENTION POLICY FOR WORKPLACE  PSYCHOLOGICAL OR SEXUAL HARASSMENT  AND PROCESSING OF COMPLAINTS<\/h1><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-8l95g-2123d32850c2c83102fb76e58257059f hr-default  avia-builder-el-1  el_after_av_heading  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m6tmqhm2-855a292c1f60ae5c8843cc42051fd9db\">\n#top .av_textblock_section.av-m6tmqhm2-855a292c1f60ae5c8843cc42051fd9db .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-m6tmqhm2-855a292c1f60ae5c8843cc42051fd9db '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><b>EFFECTIVE DATE: September 10, 2019<\/b><\/p>\n<p><b>UPDATED: November 28, 2025<\/b><\/p>\n<h1><span style=\"font-weight: 400;\">1. Mandoline Hybride Mandate<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride&#8217;s mission is to develop contemporary art in various forms, with dance as its anchor. Mandoline Hybride&#8217;s activities support a large number of arts professionals, researchers, and curators through its performances, training programs, services, and production activities.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Its mandate revolves around ongoing initiatives (Regards Hybrides, Salon58, FURIES \u2013 contemporary dance festival, L&#8217;Hybride \u2013 caf\u00e9 &amp; bookstore, Hautes fr\u00e9quences) that require constant monitoring to ensure they remain relevant to the needs and values of the communities they serve.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Special projects also punctuate the organization&#8217;s calendar of activities.<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">2. Ethical and political commitments<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride acts as a leader in matters of ethics in the arts, particularly with regard to issues of decolonization and diversification of artistic programming, as well as attention to the work of women, non-binary and\/or marginalized people. With clear commitments, the company hopes to contribute to reducing inequalities and moving the arts community toward healthier practices. This policy is part of this continuum for an ecology that benefits everyone. To learn more about Mandoline Hybride: www.mandolinehybride.com\/a-propos\/.<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">3. Objective of the Policy<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">The purpose of this policy is to affirm Mandoline Hybride\u2019s commitment to preventing and putting an end to any situation of psychological or sexual harassment within the organization, including any form of discriminatory harassment. It also aims to establish the principles of intervention applied within the organization when a harassment complaint is filed or when a harassment situation is reported to management or a designated representative.<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">4. Scope of the Policy<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">This policy applies to all Mandoline Hybride personnel at all hierarchical levels, particularly in the following locations and contexts:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">workplaces;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">common areas;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">any other location where individuals must be present in the course of their employment (e.g., training sessions, rehearsals, performances, meetings, professional development,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">travel, social activities organized by Mandoline Hybride);<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">communications by any means, technological or otherwise..<\/span><\/li>\n<\/ul>\n<h1><span style=\"font-weight: 400;\">5. Definition<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">The Act Respecting Labour Standards defines psychological harassment as follows:<\/span><span style=\"font-weight: 400;\">\u00a0:\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cVexatious behaviour in the form of repeated conduct, verbal comments, actions or gestures that are hostile or unwanted, that affect an employee\u2019s dignity or psychological or physical integrity and that result in a harmful work environment. For greater clarity, psychological harassment includes such behaviour when it manifests itself in the form of verbal comments, actions or gestures of a sexual nature.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A single serious incident may also constitute psychological harassment if it has such an impact and produces a lasting harmful effect on the employee.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The definition includes discriminatory harassment related to one of the grounds provided for in the Charter of Human Rights and Freedoms.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Harassment must be distinguished from other situations such as interpersonal conflict, work-related stress, difficult professional constraints, or the normal exercise of management rights (management of attendance, organization of work, disciplinary measures, etc.).<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">6. Policy Statement<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride does not tolerate or accept any form of psychological or sexual harassment within the organization, whether:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">by managers toward employees or contractors;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">between colleagues;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">by any person associated with the organization: representative, client, user, supplier, visitor, or others.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Any behaviour related to harassment may result in appropriate disciplinary measures, up to and including dismissal.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">7. Prevention of Psychological or Sexual Harassment<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride is committed to taking reasonable measures to provide a workplace free from all forms of harassment in order to protect the dignity and the psychological and physical integrity of individuals.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In accordance with its legal obligations, Mandoline Hybride implements measures to identify, control, and eliminate risks of psychological or sexual harassment, including:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">distributing the policy to ensure it is accessible to all personnel, by providing copies upon hiring and by maintaining a Drive folder accessible to employees;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">maintaining ongoing vigilance regarding risks and risk factors likely to generate harassment situations, including those mentioned in Appendix 1 of this policy;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ensuring understanding of and compliance with the policy by all individuals;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">promoting respect among individuals;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">regularly raising staff awareness regarding roles and responsibilities in harassment prevention, particularly during social activities organized by Mandoline Hybride;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">implementing a training and awareness program for personnel and for individuals designated to receive and handle complaints and reports, including:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">integrating information related to harassment into onboarding training and contracts;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">presenting Mandoline Hybride\u2019s ethical commitments and values to be respected in the workplace;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">providing access to individual or group training on incivility and psychological, sexual, or discriminatory harassment, paid for by Mandoline Hybride;<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">consulting personnel regarding specific workplace situations that may create conditions likely to lead to harassment;<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">holding exit meetings with departing employees to understand the reasons for their departure;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">establishing a diligent complaint and reporting handling process.<\/span><\/li>\n<\/ul>\n<h1><span style=\"font-weight: 400;\">8. Expectations Toward Personnel<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">All personnel are responsible for adopting conduct that contributes to maintaining a workplace free from psychological or sexual harassment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To that end, all staff members are expected to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">contribute to maintaining a harassment-free workplace;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">respect individuals in the course of their work;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">participate in mechanisms implemented by Mandoline Hybride to prevent and stop harassment;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">report as soon as possible any situation related to harassment to one of the persons designated by Mandoline Hybride to receive and handle complaints and reports;<\/span><\/li>\n<\/ul>\n<h1><span style=\"font-weight: 400;\">9. Handling of Complaints and Reports<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Where possible, a person who believes they are experiencing psychological or sexual harassment should first inform the person concerned that the behaviour is unwelcome and must stop. They should also note the dates and details of the incidents as well as the steps taken to attempt to resolve the situation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If this initial intervention is not desired or if the harassment continues, a complaint may be filed or the situation reported to one of the persons designated by Mandoline Hybride so that the problematic behaviours and the necessary corrective measures may be identified.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A complaint or report may be made verbally or in writing. The alleged behaviours and details of the incidents must be described as precisely as possible so that prompt intervention can take place to stop the situation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The persons designated by Mandoline Hybride to receive and handle complaints and reports are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c9lise Ross-Nadi\u00e9, Administrator;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sylvie Lavoie, Treasurer.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Anyone who witnesses a harassment situation is also encouraged to report it to one of the designated persons mentioned above.<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">10. Principles of Intervention<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride undertakes to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">handle complaints or reports as promptly as possible;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">preserve the dignity and privacy of the individuals concerned, namely the complainant, the person who is the subject of the complaint, and any witnesses;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ensure that all persons concerned are treated with humanity, fairness, and objectivity and that appropriate support is offered to them;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">protect the confidentiality of the intervention process, particularly information related to the complaint or report;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">offer, with the consent of the individuals concerned, to hold a meeting with them in order to resolve the situation;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">conduct, if necessary, a prompt and objective investigation, or assign this responsibility to an external investigator. The persons concerned will be informed of the outcome. If the investigation does not establish that unacceptable behaviour occurred, all material evidence will be retained for two years and then destroyed;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">take all reasonable measures to resolve the situation, including appropriate disciplinary measures;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">review existing harassment prevention measures to ensure they remain effective and to prevent similar events from recurring.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Any person who violates the harassment policy will be subject to appropriate disciplinary measures. The choice of measure will take into account the seriousness and consequences of the conduct as well as the individual\u2019s prior record.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the handling and resolution of a workplace harassment situation, no person shall suffer prejudice or retaliation from management.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A non-unionized individual who believes they have experienced psychological or sexual harassment in connection with their work may also file a complaint at any time directly with the Commission des normes, de l\u2019\u00e9quit\u00e9, de la sant\u00e9 et de la s\u00e9curit\u00e9 du travail (CNESST). The maximum time limit for doing so is two (2) years from the last occurrence of the harassment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A complaint may be filed by telephone at 1-844-838-0808 or online at:<\/span><\/p>\n<p><a href=\"https:\/\/www.cnt.gouv.qc.ca\/services-en-ligne\/plaintes-en-ligne-sur-les-normes-du-travail\"><span style=\"font-weight: 400;\">https:\/\/www.cnt.gouv.qc.ca\/services-en-ligne\/plaintes-en-ligne-sur-les-normes-du-travail.<\/span><\/a> <span style=\"font-weight: 400;\">An employee\u2019s or contractor\u2019s decision to first contact management does not prevent them from also filing a complaint with the CNESST.<\/span><\/p>\n<h2><b>APPENDIX 1 \u2013 Recognizing Psychological or Sexual Harassment<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The Act Respecting Labour Standards provides criteria for determining what may be considered psychological or sexual harassment, namely:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">vexatious conduct (hurtful, humiliating);<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">manifested through repeated behaviour or a single serious incident;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">in a hostile (aggressive, threatening) or unwanted manner;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">affecting the person\u2019s dignity or integrity;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">resulting in a harmful (injurious, detrimental) work environment for that person.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These conditions include verbal comments, actions, or gestures of a sexual nature.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Discrimination based on any of the grounds listed in section 10 of the Charter of Human Rights and Freedoms may also constitute harassment: race, colour, sex, pregnancy, sexual orientation, civil status, age (except as provided by law), religion, political convictions, language, ethnic or national origin, social condition, disability, or the use of means to accommodate a disability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By way of example, the following behaviours may be considered vexatious conduct constituting harassment if they meet all the criteria set out in the law.<\/span><\/p>\n<h3><b>Behaviours That May Be Related to Psychological Harassment<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">intimidation, cyberbullying, threats, isolation;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">offensive or defamatory remarks or gestures toward a person or their work;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">verbal abuse;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">disparagement.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<h3><b>Behaviours That May Be Related to Sexual Harassment<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Any form of unwanted attention or advance of a sexual nature, for example:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">persistent solicitation;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">suggestive looks, kisses, or touching;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">sexist insults or crude remarks;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">comments, jokes, or images of a sexual nature by any means, technological or otherwise.<\/span><\/li>\n<\/ul>\n<h1><span style=\"font-weight: 400;\">APPENDIX 2 \u2013 Designated Persons Responsible at Mandoline Hybride<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Mandoline Hybride shall:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ensure that the designated responsible persons are duly trained and have the necessary tools at their disposal to handle and follow up on complaints or reports;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">allocate work time so that the designated responsible persons can carry out the duties assigned to them.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The following individuals are designated to act as responsible persons for the implementation of Mandoline Hybride\u2019s Policy on the Prevention of Psychological or Sexual Harassment in the Workplace and Complaint Handling Procedures:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c9lise Ross-Nadi\u00e9, Administrator;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sylvie Lavoie, Treasurer.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These responsible persons must primarily:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">inform staff about the organization\u2019s policy regarding psychological or sexual harassment;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">intervene informally in an attempt to resolve situations;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">receive complaints and reports;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">recommend the nature of the actions to be taken to put an end to harassment.<\/span><\/li>\n<\/ul>\n<h2><b>APPENDIX 3 \u2013 Additional Resources<\/b><\/h2>\n<p><b>L\u2019APART\u00c9<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">Assistance for individuals experiencing harassment or violence in the cultural sector.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">450-396-9449 or 1-833-LAPARTE<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">aparte@juripop.org<\/span><span style=\"font-weight: 400;\"><br \/><\/span><a href=\"https:\/\/aparte.ca\/agir#contactez-nous\"><span style=\"font-weight: 400;\">https:\/\/aparte.ca\/agir#contactez-nous<\/span><\/a><\/p>\n<p><b>Groupe d\u2019aide et d\u2019information sur le harc\u00e8lement sexuel au travail (GAISHT)<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">Organization supporting victims of workplace sexual harassment by providing information and telephone support.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">514-526-0789<\/span><\/p>\n<p><b>Action travail des femmes<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">Organization that defends women\u2019s rights in employment, particularly in matters of discrimination.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">514-768-7233<\/span><\/p>\n<p><b>Centre d\u2019aide aux victimes d\u2019acte criminel (CAVAC)<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">1-866-532-2822<\/span><\/p>\n<p><b>Centre for Victims of Sexual Assault of Montr\u00e9al (CVASM)<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">1-888-933-9007<\/span><\/p>\n<p><b>Sexual Assault Helpline<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">514-933-9007 (Montr\u00e9al)<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">1-888-933-9007 (Province-wide in Qu\u00e9bec)<\/span><\/p>\n<p><b>Comic Book \u201cDancing Does Not Mean Accepting Everything!\u201d<\/b><b><br \/><\/b><span style=\"font-weight: 400;\">Published by the Regroupement qu\u00e9b\u00e9cois de la danse<\/span><span style=\"font-weight: 400;\"><br \/><\/span><a href=\"https:\/\/www.quebecdanse.org\/ressources\/ressources-humaines\/prevenir_violences_harcelement\/bande-dessinee\/\"><span style=\"font-weight: 400;\">https:\/\/www.quebecdanse.org\/ressources\/ressources-humaines\/prevenir_violences_harcelement\/bande-dessinee\/<\/span><\/a><\/p>\n<p><b>Colima\u00e7on<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Colima\u00e7on offers services to organizations to support them in caring for their internal dynamics.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><a href=\"https:\/\/colimacon.info\/home\"><span style=\"font-weight: 400;\">https:\/\/colimacon.info\/home<\/span><\/a><\/p>\n<p>&nbsp;<\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-8603","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/pages\/8603","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/comments?post=8603"}],"version-history":[{"count":7,"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/pages\/8603\/revisions"}],"predecessor-version":[{"id":9870,"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/pages\/8603\/revisions\/9870"}],"wp:attachment":[{"href":"https:\/\/www.mandolinehybride.com\/en\/wp-json\/wp\/v2\/media?parent=8603"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}