By Laurel Woodhouse, Health and Safety Manager

What is Considered Workplace Harassment?

Workplace Harassment includes:

  • Verbally abusive behaviour
  • Yelling, insults, ridicule, name calling, and/or jokes/ remarks that demean, intimidate, or offend
  • Workplace pranks, vandalism, bullying and/or hazing
  • Gossiping or spreading malicious rumours
  • Bullying
  • Displaying or circulating offensive pictures or materials in print or electronic form
  • Repeating offensive or intimidating phone calls or inappropriate advances, suggestions or requests
  • Providing only demeaning or trivial tasks in place of normal job duties
  • Undermining a worker’s efforts by setting impossible goals, with short deadlines and deliberately withholding information that would enable a person to do their job
  • Sabotaging someone else’s work

What is NOT Considered Workplace Harassment?

Reasonable action or conduct by an employer, manager or supervisor that is part of his or her normal work function would not normally be considered workplace harassment.

Examples include:

  • Changes in work assignment or schedule
  • Measures to correct performance deficiencies
  • Imposing discipline for workplace infractions
  • Requesting medical documents in support of an absence from work
  • Enforcement of dress code
  • Difference of opinion or minor disagreements between co-workers would also not generally be considered workplace harassment

How to Report?

Reporting How to Bring Forward Concerns/Complaints under this Policy

  • Employees can contact a Manager, Supervisor, Lead, Site Supervisor, Patrol Supervisor, or Human Resources representative
  • If the employee’s complaint is against their own supervisor or manager, then they may escalate their complaint directly to Human Resources
  • This procedure applies even where employees believe that someone not employed by ASP is in violation of this policy

Reporting Concerns and/or Complaints

A claim of a breach of this Policy may be made by an employee in writing or verbally.

Management to Notify Human Resources through ASP’s incident reporting system (i-sight) If a manager receives a complaint or becomes aware that a person in the workplace may have acted contrary to this Policy, the manager must promptly report the complaint or incident to Human Resources.

Note: If the allegations are against Human Resources, the manager can escalate the complaint as appropriate (i.e., report to the department head).

Investigation

  1. Any reported allegations of harassment, violence, discrimination, or reprisal will be investigated fairly, promptly, thoroughly, and impartially by the Human Resources department or another appropriate party.
  2. The investigator will interview the complainant, the respondent, all potential witnesses (where possible) and any other individual who the investigator deems to be relevant to the complaint.
  3. Upon completion of the investigation, the complainant and respondent will be informed of the results of the investigation.
  4. If the complaint is substantiated, persons found to have engaged in a violation of this Policy will be issued appropriate disciplinary action up to and including termination of employment for cause.
  5. If the investigation reveals that an individual has brought a concern forward in bad faith, the individual may be subject to discipline, up to and including dismissal for cause.

Confidentiality
All records of the investigation will be kept confidential. The investigation documents, including this report should not be disclosed unless necessary to investigate an incident or complaint of workplace harassment or violence, take corrective action or otherwise as required by law.


By Russ Fox, Master Trainer

ASP Canine division is so fortunate to have such a diverse and talented group of members involved in a variety of activities and private ventures.

Every handler brings their own experiences and expertise with them, benefiting all of us here.

I would like to focus on one of our members in this article, Anne-Marie Paré, who is currently handling EDD Ylva and is based out of Quebec City. Anne-Marie is very active in the dog sport world where she competes and trains both in IGP dog sport as well as another sport called “Canicross”.

For those of you that have not heard of Canicross, it is basically a cross country race conducted with your dog. The competitors are connected by bungee cord to their dogs’ harness, and then they run a timed course. The course can range anywhere from 2km to 15km, but usually falls into the 4-5 km distance.

Although the sport is popular in Europe it is relatively new to Canada and was officially introduced in Quebec in 2006. Since then, it has steadily grown. The sport is recognized by an international Dog Sport organization (FMBB) which organizes dozens of dog sports and 1000’s of competitors.

Anne-Marie has been involved in CaniCross for the past 7 years. She has quickly risen to the top of this sport, first qualifying for the world championships in 2020 with her first dog Zimbabwe. Then, along came COVID and a serious car accident, side lining Anne-Marie with 4 cracked vertebrae.

After a lengthy recovery with physio, Anne-Marie trained for a comeback and has become Canada’s first representative for the FMBB World championships to be held in Greece in May.

Anne-Marie and her running partner, 2-year-old Belgium Teverun “Jigsaw,” will compete over 2 days, running a 2km course on the first day and a 5 km race on the second day.


By Karl Katzur, Site Security Manager

The snow is melting in Northern Ontario, and we are all looking forward to summer. The Sudbury airport is seeing more passengers. As well, the Porter Airlines deal with Air Transat promises better connections to points eastward and beyond for YSB passengers in 2022. It is an exciting time for the airport.

ASP Highlights at the Sudbury Airport Include:

• We played a major role in assisting the client with completing a formal RAIC Audit for Transport Canada. ASP plays an integral role administrating the YSB Pass Office.

• Five new guards have been onboarded to fill open roles left by two guards leaving ASP and one guard stepping back from full time to casual hours.

• A new testing and audit program is being implemented to keep all guards current with the clients Post Orders and Standard Operating Procedures.

• The guards requested moving to continental shifts at YSB to achieve more meaningful time off and better manage open shifts. This was implemented in late fall of 2021 and the satisfaction rate is high and has also allowed overtime rates in excess of 30% to be reduced to below 3%.


By Garinder Grewal, Senior Operations Manager

In respecting International Women’s Day this year and every year, we are exceptionally proud of the contributions women make to the successful security operations here at Pearson Airport. We have many examples of outstanding women who contribute to the daily operations of ASP Security at Pearson Airport. They do so with the highest of integrity, professionalism, and humility. One such employee is Suryya Shafi, Access Control Officer TPIA.

Suryya has been employed in security at Pearson Airport since 1994. That is an incredible 28-year career here at the airport. Suryya has worked with 3 different security companies since starting her career at TPIA.

Beginning her career as a Screening Officer, Suryya was in the first class for that role at the airport. She has spent the longest period of this with ASP as her employer, she is now in her 18th year with us. In fact, Suryya is our most senior employee.

Prior to coming to Canada, Suryya was the teacher, headmistress and principal of a private school for 27 years. She loved being involved in the education field, showing leadership and helping her community. Suryya states that she has also enjoyed her career at the airport, and it has been a good job and place to work. She has enjoyed meeting so many people, made many friends with great coworkers and has marvelled at the growth development of the airport.

Suryya states, “After 9/11 the world of travel and airport work changed forever. I really feel and believe that it has become safer for employees and travellers because of better security measures and screening practices.”

When asked what she felt was the biggest contribution made by women in the security industry is, she stated, “We play a positive role in security. In security there is always a constant need to keep improving and women play a big role in this area. They are naturally stronger in nurturing, more disciplined and are strong administrators.

Qualities that help security companies like ASP remain strong.” Like so many others, the pandemic hit Suryya hard psychologically. Not being able to come to work and do the work she loved made her feel left out and slowed her down. She is used to being active and involved every day. She states that through the positive support and encouragement from the ASP management team and her close family, she was able to push through and keep going, returning to work when she was ready.

Suryya is happy to be back at work, doing what she loves to do, and says her future looks bright.

Thank you for your long and celebrated career here at TPIA and with ASP Security. You are an inspiration to us all with your dedication, positive outlook on life, humility, and kindness. Happy International Women’s Day to you and all the women who show us the right way through work and life.


By Daniel MacCormack, Quality Control Manger

Hello ASP! I hope your Spring is coming along nicely! At YYC, the training and the passenger volume are increasing! We have some exciting opportunities in store for the family here in Calgary; the airport is looking for people to staff some new positions in both operations and across different contracts. I’m certain that in the very near future, we will have the opportunity to show our client that we can gracefully expand into wider ranging roles at the airport. To our YYC based staff, this is only going to become the reality if you continue to keep up the excellent job that you all have shown you are capable of.

Some developments here include the transition to team based KPIs. The client is interested to see the way that each team does the job—that’s right everyone—the competition is on! Each team will be analyzed for the number of alarms, the quality of the data and reports made, the volume of the work being completed, and more. This is the time to show that your team deserves the top spot, and maybe even take home some fun incentives! First and foremost, make sure that the information taken down in your activity reports is accurate and shows off our professionalism.

I’m also super excited about the move toward in person training! In the coming days we will have de-escalation training, continuing AVOP training, SOC training and more!

On that note, we have a new supervisor coming on board, Robin Yorga, who has gone through ITP, Basic, Post familiarization, SOC training, and will begin AVOP and Supervisor training before the end of March. Three cheers for making it through all that training in one go! I’m also happy to announce that our SOC Operator, Samson Beddall, has taken a position with the client as an Airport Operations Control Specialist. YYC is getting some talent and ASP wishes you all the best, Sam!

The entire team here at YYC is growing in their ability and it has been recognized throughout the wider airport. All I want to say is this: let’s keep the positive momentum going and keep on outdoing ourselves! Until next time, take care of yourselves!


By Garinder Grewal, Senior Operations Manager

I want to take this opportunity to congratulate our Access Control Officer Moises Raguindin and Security Specialist Daveshwar Bharose for receiving an Eye on Safety award from the GTAA.

To support the vision of zero injures, the GTAA established the Eye on Safety Recognition Awards Program. These awards increase awareness on the importance of safety and security at Toronto Pearson and show their appreciation for airport employees who have gone above and beyond. On Feb 20, 2022, Moises and Daveshwar noticed a vehicle immersed in flames at the Terminal parking lot and immediately notified GTAA emergency services. After calling the emergency in, both made sure no one was in the vehicle and started to clear the area.

Once the area was clear, they quickly located the nearest fire extinguishers and started to extinguish the fire until GTAA emergency services arrived on the scene. Moises and Daveshwar, your work and dedication is outstanding – we really appreciate you going above and beyond!


By Angus Wilson, Director, Aviation

We are well on our way through 2022 and we are beginning to see a change for the positive for business operations. Below is a focus on activity we have had in each of our operations:

Pearson Airport Security

  • ASP is very excited to have been successful in retaining the security contract for GTAA for 7 years.
  • GTAA has expanded the face mask enforcement project by adding 10 additional Posts.
  • In January, GTAA started the temporary foreign worker vacation initiative again.
  • We have been made aware that the Arrival testing program has been extended until the end of April.
  • GTAA and ASP rolled out RAP+2.0, which is still at the testing stage.
  • A detailed I-spring module was created for the British Airway contract.

Calgary Airport Security

  • We have had a change of management at YYC, with the sudden departure of Matthew Szajkowski, we are please to announce that Kevin Hepburn will be the interim Operations Manager.
  • Welcome Kevin Hepburn. Kevin has transferred from our Pearson operation with a vast experience in airport operations. Notwithstanding recently being a Duty Manager at Billy Bishop Airport and prior to that was a Safety and Security Manager at the GTAA.
  • We had a very successful job-fair in Calgary and are in the process of getting new staff onboarded
    and trained.
  • We have an aggressive training plan for the start of this year. This will cover training from the onboarding of new Access Control staff, all the way through Terminal Patrollers, Supervisors, SOC, and AVOP.

Sudbury Airport Security

We assisted with and completed a TC audit report for the Pass Office.

• The Pass office hours have been extended and it is now open 5 days a week.

• 5 more employees were added to the schedule.

• Thanks to the team, we have seen a great improvement on the completion of reports. There is still some improvement to be made, so keep up the good work.

• YSB has had a significant impact of Omicron – Air carriers changed and cancelled some of their flights, resulting in YSB has reduced terminal hours.

We are all looking forward to the imminent return of life back to ‘normality’. It has been a challenging 2 years and everyone – clients, valued ASP employees, and
the travelling public alike cannot wait to recommence travelling again.


Please notify your supervisor if there are any positions which you would like to be trained up on.

By Keba Walters, Assistant Manager, Recruitment (RES/CIC)

This February 2022, Our Diversity and Inclusion Committee hosted yet another successful Black History Month Roundtable. As the second annual event in this space, the roundtable focused on building on the discussions from the previous year’s event, which was fantastically hosted by Melicia Gregory, our D&I Employee Chair.

Last year’s roundtable focused on the lived experiences of Black-identifying employees at ASP and coming into awareness of the histories, stories, and lingering discrimination faced by Black Canadians. This year, hosted by our newly appointed D&I Employer Chair, Keba Walters, the conversation furthered the discussion regarding the experiences specific to ASP, how ASP management views these topics, and what their responsibility is to provide a safe and equitable space for their Black employees.

We received a lot of feedback regarding bias, and how micro-aggressions can come from various communities, whether it’s intentional or not. Overall, it was another year of valuable learning and togetherness.

The Diversity and Inclusion Committee works to ensure that these roundtables are not only outlets for employees of protected groups to share their experiences, but are also platforms to uplift our employees and create action. Whether you’re interested in sharing or simply interested in learning about the experiences and lives of your fellow ASP coworkers, we encourage all employees to join us. The goal is to create a better ASP for all.

What’s Up Next in Diversity & Inclusion?

Stay tuned for details about Asian heritage Month! We will be welcoming employees to share their experiences from all over the Asian diaspora. Come to share and learn about history, holidays, favourite foods, similarities and differences between cultures, and to celebrate our diverse Asian community here at ASP. See you soon!


By Sarah Jessop, HR Generalist

At ASP, we value and recognize the diverse religious beliefs of our employees. The world’s rich diversity is reflected in the observances that are celebrated and recognized by our ASP employees.

Knowledge of the following holidays and celebrations can enhance our workplace diversity and inclusion efforts. Throughout the months of January, February, and March a variety of religious holidays, festivals, observances, and spiritual commemorations took place. These events were celebrated and observed by many of us, so it is important that we recognize and respect each and every one of them.

We have compiled a list below of the many important religious events that took place throughout the last few months. We encourage you to review this list to learn more about some of the significant celebrations and observances that are meaningful to your colleagues and friends. Let’s celebrate diversity, together.

January 2022

  • January 6 – Feast of the Epiphany: The day that commemorates the first manifestation of Jesus to the Gentiles for Christians. It is celebrated on January 6th as it marks 12 days after Christmas when the three kings arrived in Bethlehem.
  • January 7 – Coptic Orthodox Christmas: The date that Orthodox Christians celebrate Jesus’s birth in the Julian calendar.
  • January 10 – Bodhi Day: This day celebrates the Buddha’s enlightenment; it is celebrated by Mahãyãna Buddhists.
  • January 14 – Orthodox New Year: The “Old New Year” celebrates the start of the Julian calendar.
  • January 13 – Birthday of Guru Gobind Singh’s Birthday: The date used to celebrate the tenth Sikh Guru and spiritual master.
  • January 16 – World Religion Day: A day in the Baha’i faith that celebrates common themes for faiths across the world.

February 2022

  • February 1 – Imbolc: The halfway point between the winter solstice and spring equinox in the Pagan and Wiccan calendars. This day celebrates fire, light, and the return of life.
  • February 2 – Candlemas:
    A holiday in the Christian church that blesses the candle supply for that year.
  • February 15 – Parinirvana: Also known as Nirvana Day in Mahãyãna Buddhism, this date marks Buddha’s death and attainment of final nirvana.
  • February 17 – Tu Bishvat:
    The “New Year of Trees” in the Jewish faith.
  • February 25 – Festival of Ayyam-i-Ha: A multiple-day festival in the Baha’i faith that prioritizes gift-giving, hospitality, charity, and preparation for fasting ahead of the New Year.

March 2022

  • March 1 – Maha Shiravatri:
    A Hindu festival called “Shiva’s night” which honors this significant deity.
  • March 1 – Lailat al Miraj: A Muslim holiday commemorating Muhammad’s journey from Mecca to Jerusalem where he ascended into heaven.
  • March 3 – Ash Wednesday:
    The day in the Christian Church that marks the start of Lent, the 40-day period of prayer and fasting before Easter.
  • March 17 – Purium: The Feast of Lots in the Jewish faith that honors the survival of ancient Persian Jews who were marked for death.
  • March 17 to March 18 – Holi: A Hindu festival of colors that welcomes spring and a new harvest in India.
  • March 18 to March 20 – Hola Mohalla: The 3-day Sikh festival honoring valor, skill, and defense preparedness.
  • March 19 – Feast Day of St. Joseph: A day that commemorates the husband of Jesus’s mother Mary and surrogate father on Earth.
  • March 20 – Ostara: The celebration of the spring equinox in the Pagan and Wiccan religions.
  • March 21 – Naw Ruz: The New Year for the Baha’i faith, marking the end of the Baha’i fast.
  • March 25 – The Annunciation: The day in the Christian religion when the Angel Gabriel announced that Mary would become the mother of Jesus.

By Paul Parkinson, Director, Finance

With spring just about here, I read a very interesting article that translated a common tool we use in the finance area. The tool is the setting of SMART goals. The article focuses on exercise, so I thought it would be a great opportunity to share this as we’ll be getting to the warmer weather soon. The article was published by LifeWorks, ASP’s carrier for employee assistance programs and more.

SMART Goals and Exercise

Having clear, short-term goals is like having a road
map, and that can be an important part of success when developing an exercise routine. Whether you work with a health coach or prepare for a healthy change on your own, the SMART-goal model can help you think through and evaluate your plans.

What Are SMART Goals?


Smart
Is a method of goal setting that focuses on short-term, practical tasks to set you up for success. Breaking down large goals into smaller incremental goals is important for long-term achievement and sustainable behaviour change. SMART stands for:


Specific
A goal needs to be well-defined and clearly worded in a positive statement. It should be narrow enough in scope to use as a guide.


Measurable
Your goal should be specific and measurable so that you have a way to track your progress and identify when success is attained.

Action-Oriented
You are more likely to achieve your goal if it includes steps you will take. That’s why the “A” can also stand for achievable or attainable.


Realistic
Goals motivate us to grow and challenge ourselves, but they need to be realistic—and relevant. If your initial goal is realistic and relevant, it can help you move forward with more confidence in achieving other goals. If you want to begin eating healthy, start by introducing healthy foods slowly into your diet each day, rather than going on a crash diet.


Time-Bound
You’re more likely to reach a goal if it has a timeline in which to accomplish the goal. Creating a timetable makes it easier to measure your progress because it gives you a clear target and helps you stay focused.


While SMART goals are very specific by design, try to focus on their intent, and know that the actual goals might need to be modified along the way.

How to Apply SMART Goals

Your goals will ideally build on your past successes and experiences. Think about what has and hasn’t worked in the past and what might need to be different this time.

For example, if running for 30 minutes every day of the week was not sustainable for you, a new SMART goal could involve going for a 20-minute walk or run four times a week.

Here are a few examples of how SMART goals can work for someone who wants to develop an exercise routine:

  • Starting tomorrow, I will walk 20 minutes during my lunch break at work Monday, Wednesday, and Friday for the next two weeks.
  • Starting tonight, I will ride my exercise bike for 15 minutes while watching a TV show at least every Monday and Wednesday for the next three weeks.
  • Starting tomorrow, I will attend a 30-minute online fitness class on Tuesdays and Thursdays for the next four weeks.
  • Starting today, I will do 10 push-ups and 10 squats before breakfast and before dinner Monday, Wednesday, and Friday for the next two weeks. It’s vital to write down your goals, action steps, measurements, and time frame. You may find it helpful to keep a copy of the week’s goal with you or in a convenient place where you can refer to it easily. Focus on being consistent and patient as you wait for results. Review your goals frequently to make sure they still match your bigger plan and modify them as necessary. If your goal didn’t work out as planned, that’s OK. You can create new goals that better match your circumstances or implement a strategy to make the goal work better. If you exceed your goal or do better than expected, you can enjoy celebrating your additional success. Reward yourself for any goal you achieve, regardless of how small or large it is!