Violence and Unlawful Harassment Training Questionnaire

Contractor

After reading the Violence and Unlawful Harassment Policy, please select the answers below that best
suit the following questions. The completed document must be signed, dated and returned to your
CSA.

1) “Violence in the Workplace” consists of which of the following:

a. Any act in which a person takes extended lunch breaks and documents only the allowable time approved.
b. Any act in which a person is abused, threatened, intimidated and/or assaulted in the course of employment.
c. Any act that influences another employee to steal company property during business hours.

2) Sexual Harassment is defined as, “engaging in a course of vexatious (offensive, humiliating or intimidating) comment
or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression,
where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or b)making a
sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or
deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation
or advance is unwelcome

a. True
b. False

3) What harassment is NOT defined as (one or more may apply):

a. Receiving performance improvement plan or disciplinary measure from your manager

b. Requesting medical documentation as evidence for your absences from work
c. Even after you have asked them to stop, your co-workers keeps showing you inappropriate pictures on their cell
phone
d. Being asked to work past your scheduled shift to help with heavy workload

4) Some examples of violence include:

a. Destroying company / client property

b. Interupting someone when they are speaking
c. Shaking of fists
d. a and c

5) The contract employee is responsible for which of the following:

a. Acting in a respectful manner toward other individuals in the workplace

b. Ensuring to report incident to the direct supervisor, customer service associate, on-premise administer /
manager
c. Following up with a Company representative immediately after experiencing / witnessing workplace violence
and or harassment.
d. All of the above

6) Who should the contract employee contact first once he/she has witnessed workplace violence and or harassment?

a. A Company Representative
b. Client Supervisor
c. A legal Attorney
d. a or b
 Violence and Unlawful Harassment Training Questionnaire
Contractor

7) The following form must be obtained from a CSA to initiate a violence and or harassment investigation:
a. Record of Employment
b. Medical Restrictions Report
c. Letter of employment
d. Incident Complaint Form

8) Violence is a serious offence. Any individual found to have committed an act of violence may be subject to disciplinary
actions up to and including dismissal. In addition individuals may be subject to action under the Criminal Code of
Canada.

a. True
b. False

9) If a fellow employee notifies you that s/he is experiencing domestic violence at home, and has informed you that the
violent individual has threatened to come into the workplace, what should you do?

a. Do nothing
b. Call the police
c. Notify a Company Representative (Recruiter or CSA)
d. None of the above

10) A fellow employee comes to you in confidence and notifies you that her client supervisor has been whistling at her as
she walks by and he leers at her, making her feel uncomfortable. What should you do?

a. Do nothing
b. Call the police
c. Notify a Company Representative (Recruiter or CSA)
d. Speak to the client supervisor and tell him to stop

POLICY AKNOWLEDGEMENT

The Workplace Violence and Unlawful Harassment Policy describes information about Aerotek ULC, TEKsystems
Canada, Inc., Allegis Global Solutions, MarketSource Canada Corp, and TEksystems Global Services Corp. and I
understand that I should consult my contract of employment, my CSA or the Human Resources Department regarding any
questions not answered in the Policy.

Since the content of the Policy is subject to change, I acknowledge that revisions to the policies may occur. None of
those changes affect the terms of my contract of employment, except to the extent my contract of employment so
provides. All material changes to the Policy will be communicated through notices and I understand that revised
information may supersede, modify, or eliminate existing policies. Only the President, Chief Financial Officer or Vice
President of Human Resources of the Company has the authority to adopt and promulgate revision to the policies.

Furthermore, I acknowledge that this Policy is neither a contract of employment nor a legal document. I understand that
these policies are a guide, and that no policy can anticipate every circumstance or question in the policy. I understand
that it is my responsibility to read and comply with the Policy and any revisions made to it.

EMPLOYEE: ________________________________ DATE: ___________________

COMPANY REPRESENTATIVE: ___________________________________ DATE: _________________

 Violence and Unlawful Harassment Training Questionnaire
Contractor

Questionnaire Answers

1) “Violence in the Workplace” consists of which of the following:

a. Any act in which a person takes extended lunch breaks and documents only the allowable time approved.
b. Any act in which a person is abused, threatened, intimidated and/or assaulted in the course of employment.
c. Any act that influences another employee to steal company property during business hours.

2) Sexual Harassment is defined as, “engaging in a course of vexatious (offensive, humiliating or intimidating) comment
or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression,
where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or b)making a
sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or
deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation
or advance is unwelcome

a. True
b. False

3) What harassment is NOT defined as (one or more may apply):

a. Receiving performance improvement plan or disciplinary measure from your manager

b. Requesting medical documentation as evidence for your absences from work
c. Even after you have asked them to stop, your co-workers keeps showing you inappropriate pictures on their cell
phone
d. Being asked to work past your scheduled shift to help with heavy workload

4) Some examples of violence include:

a. Destroying company / client property

b. Interrupting someone when they are speaking
c. Shaking of fists
d. a and c

5) The contract employee is responsible for which of the following:

a. Acting in a respectful manner toward other individuals in the workplace

b. Ensuring to report incident to the direct supervisor, customer service associate, on-premise administer/
manager
c. Following up with a Company representative immediately after experiencing / witnessing workplace violence
and or harassment.
d. All of the above

6) Who should the contract employee contact first once he/she has witnessed workplace violence and or harassment?

a. A Company Representative
b. Client Supervisor
c. A legal Attorney
d. a or b
 Violence and Unlawful Harassment Training Questionnaire
Contractor

7) The following form must be obtained from a CSA to initiate a violence and or harassment investigation:

a. Record of Employment
b. Medical Restrictions Report
c. Letter of employment
d. Incident Complaint Form

8) Violence is a serious offence. Any individual found to have committed an act of violence may be subject to disciplinary
actions up to and including dismissal. In addition individuals may be subject to action under the Criminal Code of
Canada.

a. True
b. False

9) If a fellow employee notifies you that s/he is experiencing domestic violence at home, and has informed you that the
violent individual has threatened to come into the workplace, what should you do?

a. Do nothing
b. Call the police
c. Notify a Company Representative (Recruiter or CSA)
d. None of the above

10) A fellow employee comes to you in confidence and notifies you that her client supervisor has been whistling at her as
she walks by and he leers at her, making her feel uncomfortable. What should you do?

a. Do nothing
b. Call the police
c. Notify a Company Representative (Recruiter or CSA)
d. Speak to the client supervisor and tell him to stop