id stringlengths 36 36 | context stringlengths 348 1.73k | question stringlengths 18 270 | is_impossible bool 1
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|---|---|---|---|---|
aec5bac2-ae08-4a15-abed-36557adff34d | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | Does Ludie consider all forms of discrimination or harassment to be prohibited? | false | {
"answer_start": 301,
"text": "all forms of discrimination or harassment are prohibited and will not be tolerated"
} |
9f968d06-0e2d-4e13-9ca5-bf54aa685ad9 | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | What is the purpose of the Discrimination and Harassment Policy? | false | {
"answer_start": 426,
"text": "provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment"
} |
55f30319-38d5-40fc-8b87-dd3e3ce7d5ac | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | What does the policy apply to? | false | {
"answer_start": 1049,
"text": "All employees"
} |
23d775c6-b9ef-4047-bc91-5f03b66fba61 | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | Who is covered by the policy? | false | {
"answer_start": 1049,
"text": "All employees"
} |
91398076-7876-4918-8ba9-65dbcfc049cb | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | What are some examples of a work context? | false | {
"answer_start": 1325,
"text": "suppliers, clients, sub-contractors"
} |
84f981c8-8ac4-4194-bd75-cd325c89c6b9 | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What is the definition of a person's right to full and equal recognition and exercise of his human rights? | false | {
"answer_start": 616,
"text": "Discrimination"
} |
b4ce2c6c-23a1-43a8-a734-d2524eac58ee | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What are the terms "discrimination" and "harassment" assigned to in the Charter of Human Rights and Freedoms? | false | {
"answer_start": 404,
"text": "Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act"
} |
9e192549-2791-4023-8169-b31d50f119a9 | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What is the term for vexatious behavior in the form of repeated and hostile or unwanted conduct? | false | {
"answer_start": 1160,
"text": "Psychological harassment"
} |
0668b99c-97cf-4f45-a4c5-a5c380230edb | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What does discrimination exist where a distinction, exclusion, or preference has the effect of nullifying or impairing a right? | false | {
"answer_start": 1033,
"text": "Discrimination"
} |
e15906b1-91de-4335-b133-29b89e7ef115 | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What affects an employee's dignity? | false | {
"answer_start": 1160,
"text": "Psychological harassment"
} |
0a70595b-7e23-476b-a835-1b17e78d1237 | Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. Definitions For the purpose of this policy, the terms «discrimination» and «harassment» shall have the meaning assigned to them in the Charter of Human Rights and Freedoms and in the Labor Standards Act. Namely: Discrimination: every person has a right to full and equal recognition and exercise of his human rights and freedoms, without distinction, exclusion or preference. Based on race, colour, sex, pregnancy, sexual orientation, civil status, age, except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap, or the use of any means to palliate a handicap. Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity, or psychological or physical integrity, and that results in a harmful work environment for the employee. | What results in a harmful work environment for the employee? | false | {
"answer_start": 1160,
"text": "Psychological harassment"
} |
3c982236-1ed4-4e32-af91-b2b40e7caa44 | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What is the term for vexatious behaviour in the form of repeated and hostile or unwanted conduct, verb comments, actions or gestures? | false | {
"answer_start": 127,
"text": "Psychological harassment"
} |
e2f215c7-bdaa-48b1-9543-afad99455cbb | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What is a single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment? | false | {
"answer_start": 127,
"text": "Psychological harassment"
} |
ec533693-d0b6-4ccd-a2ba-fb04f70d9eeb | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What is a form of harassment? | false | {
"answer_start": 1080,
"text": "preventing a person from expressing himself"
} |
10a53c78-bea3-4224-92c1-6e38124e4610 | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What are some examples of behaviour that could constitute harassment? What is the term for preventing a person from expressing himself? | false | {
"answer_start": 1125,
"text": "constantly interrupting him"
} |
69545cd3-96c7-42cd-ba45-a5437787a7c4 | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | How can a harassed person be isolated? | false | {
"answer_start": 1297,
"text": "Isolating the person: no longer speaking to him"
} |
521bafb5-b716-4ee0-a5ee-764839edc8ce | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What is the term for removing a person from public speaking? | false | {
"answer_start": 1297,
"text": "Isolating"
} |
039c9a32-5acb-494e-85dc-da848bcdf508 | Discrimination exists where such a distinction, exclusion, or preference has the effect of nullifying or impairing such right. Psychological harassment: vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. That affects an employee's dignity or psychological or physical integrity, and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting, harmful effect on an employee may also constitute psychological harassment. The above definition of psychological harassment includes all forms of harassment, whether it is psychological, sexual, or any other form of harassment. No person may harass another for reasons of race, colour, gender, pregnancy, sexual orientation, marital status, age, religion, political beliefs, language, ethnic or national origin, social status, a handicap, or the use of any means to palliate a handicap. The following list includes examples of behaviour that could, depending on the circumstances, constitute harassment. : preventing a person from expressing himself: constantly interrupting him, prohibiting him from speaking with others, destroying work that has been completed and depriving him of any possibility of expressing himself. Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. | What is another term for depriving someone of means of communication? | false | {
"answer_start": 1297,
"text": "Isolating"
} |
69f0be2d-bc44-426e-9335-2eb3946c61e4 | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What is the term for removing the person from public speaking? | false | {
"answer_start": 0,
"text": "Isolating"
} |
a388547e-0e37-44ce-9b91-823ccb42b6fe | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What is another term for depriving the person of means of communication? | false | {
"answer_start": 0,
"text": "Isolating"
} |
5fec4d6c-487b-45a5-bfb5-0546d398e9e7 | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What do people do to a person to fail? | false | {
"answer_start": 501,
"text": "forcing him to perform tasks that are demanding, absurd or below his abilities"
} |
da8f775c-cf1b-4c41-b28d-ff6719804a25 | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What do they do to the person to destabilize him? | false | {
"answer_start": 712,
"text": "yelling at him, shoving him, damaging his property"
} |
aaa4f396-4bf0-41f6-98ae-61abdcfb6c74 | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What are some examples of offensive images? | false | {
"answer_start": 1215,
"text": "racist, pornographic"
} |
dc859802-c885-4268-a651-b770ec0ff8ba | Isolating the person: no longer speaking to him in public, refusing to speak with him at all, denying his presence, leaving him out. Depriving him of means of communications (telephone, computer, mail, etc. , and preventing others from speaking to him. Discrediting the person: spreading rumours about him, ridiculing him, humiliating him, calling into question his convictions or private life, insulting him or sexually harassing him, belittling the person: no longer assigning him tasks to perform, forcing him to perform tasks that are demanding, absurd or below his abilities, causing him to fail, simulating professional errors, denigrating him in front of others, threatening and/or assaulting the person: yelling at him, shoving him, damaging his property, destabilizing the person: making fun of his convictions, his tastes, his political choices, his weak points, making disagreeable allusions, calling into question his judgment and his decision-making abilities, making unwelcomed remarks, jokes or innuendo related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage. Making jokes of a sexual nature, causing embarrassment or discomfort, displaying racist, pornographic or other offensive images, making unwelcomed advances or propositions of a sexual nature. Making physical contact that is not necessary or unwanted, such as touching, patting or pinching, any form of physical or verbal aggression of any kind. | What are examples of unwelcomed advances or propositions? | false | {
"answer_start": 1019,
"text": "related to the person's ethnic or racial origins, the colour of his skin, his birth place, citizenship or lineage"
} |
7509e997-43d1-4857-87e5-9541690a31e7 | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | What is an example of a form of physical or verbal aggression of any kind? | false | {
"answer_start": 95,
"text": "behaviours that do not constitute harassment"
} |
8ba827d0-1ea7-4099-befa-d4e65e6ae92d | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | What does exercising standard managerial rights not constitute? | false | {
"answer_start": 258,
"text": "discrimination or harassment"
} |
b5043674-b206-491c-b04b-90037ae41fd2 | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | Routine management of discipline, work performance or absenteeism, assignment of duties, termination and dismissal constitute what? | false | {
"answer_start": 456,
"text": "legitimate exercise of managerial rights"
} |
af7a72ee-1ad0-427f-a029-0ea569292af1 | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | What does not constitute harassment at work? | false | {
"answer_start": 795,
"text": "Conflict alone"
} |
1db28f25-78dc-45d3-80a5-0f3548150fea | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | What do conflicts at work result in? | false | {
"answer_start": 900,
"text": "clarifications in responsibilities and changes in relationships among staff members"
} |
508a1759-15a2-4296-b451-0a2f81bbd8da | Any form of physical or verbal aggression of any kind. The following list includes examples of behaviours that do not constitute harassment. : Exercising standard managerial rights Management activities carried out by Ludia or its managers do not constitute discrimination or harassment. Routine management of discipline, work performance or absenteeism, assignment of duties, application of progressive sanctions, termination and dismissal constitute the legitimate exercise of managerial rights. These actions do not constitute discrimination or harassment insofar as the employer does not exercise its managerial rights in a manner that is abusive or discriminatory. Conflicts at work The work environment is no different from other settings, in that it is possible that conflicts may arise. Conflict alone does not constitute harassment. If managed appropriately, conflicts at work can result in clarifications in responsibilities and changes in relationships among staff members. Difficult working conditions and professional constraints The following do not constitute discrimination or harassment: Difficult working conditions and professional constraints. Organizational changes when they are justified on the economic, technological or operational level, and when they affect employees. In a non-arbitrary fashion. Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. | When are organizational changes justified? | false | {
"answer_start": 1211,
"text": "on the economic, technological or operational level, and when they affect employees"
} |
04818337-7ebf-476a-a073-071f6ae55857 | Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. Understandably, Ludia is unable to guarantee that situations involving discrimination or harassment will not arise; it can, however, commit to using all reasonable means to ensure that such situations do no arise or do not continue. After. The company has been informed of their existence and taking the appropriate steps, including disciplinary sanctions that may result in dismissal, in order to put an end to any harassment. Ludia is also committed to: fostering respect among employees; safeguarding the dignity of employees; protecting the physical and psychological integrity of employees; Fostering a harmonious work environment. Roles and responsibilities, Employee obligations. All employees must contribute to the application of this policy and to ensuring that it is respected. In that regard, acts of discrimination or harassment will not be tolerated. Anyone engaging in such behaviour is subject to an investigation, which may result in disciplinary measures that could result in dismissal. All employees have an obligation to respect each other and take action if they witness or fall victim to discrimination or harassment. All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. | What is unable to guarantee that situations involving discrimination or harassment will not arise? | false | {
"answer_start": 151,
"text": "Ludia"
} |
39bb79d7-219f-4274-adfe-e24ac1b6936c | Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. Understandably, Ludia is unable to guarantee that situations involving discrimination or harassment will not arise; it can, however, commit to using all reasonable means to ensure that such situations do no arise or do not continue. After. The company has been informed of their existence and taking the appropriate steps, including disciplinary sanctions that may result in dismissal, in order to put an end to any harassment. Ludia is also committed to: fostering respect among employees; safeguarding the dignity of employees; protecting the physical and psychological integrity of employees; Fostering a harmonious work environment. Roles and responsibilities, Employee obligations. All employees must contribute to the application of this policy and to ensuring that it is respected. In that regard, acts of discrimination or harassment will not be tolerated. Anyone engaging in such behaviour is subject to an investigation, which may result in disciplinary measures that could result in dismissal. All employees have an obligation to respect each other and take action if they witness or fall victim to discrimination or harassment. All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. | What is the purpose of this policy? | false | {
"answer_start": 893,
"text": "ensuring that it is respected"
} |
69369a53-cc5c-4cc0-aacd-75a6e8a87b4d | Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. Understandably, Ludia is unable to guarantee that situations involving discrimination or harassment will not arise; it can, however, commit to using all reasonable means to ensure that such situations do no arise or do not continue. After. The company has been informed of their existence and taking the appropriate steps, including disciplinary sanctions that may result in dismissal, in order to put an end to any harassment. Ludia is also committed to: fostering respect among employees; safeguarding the dignity of employees; protecting the physical and psychological integrity of employees; Fostering a harmonious work environment. Roles and responsibilities, Employee obligations. All employees must contribute to the application of this policy and to ensuring that it is respected. In that regard, acts of discrimination or harassment will not be tolerated. Anyone engaging in such behaviour is subject to an investigation, which may result in disciplinary measures that could result in dismissal. All employees have an obligation to respect each other and take action if they witness or fall victim to discrimination or harassment. All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. | What are employees obligated to do if they witness or fall victim to discrimination or harassment? | false | {
"answer_start": 1176,
"text": "respect each other and take action"
} |
432ce1b7-3b42-46df-ac4c-e150f5619454 | Ludia's commitment Ludia is committed to providing its employees with a work environment that is free of discrimination or harassment. Understandably, Ludia is unable to guarantee that situations involving discrimination or harassment will not arise; it can, however, commit to using all reasonable means to ensure that such situations do no arise or do not continue. After. The company has been informed of their existence and taking the appropriate steps, including disciplinary sanctions that may result in dismissal, in order to put an end to any harassment. Ludia is also committed to: fostering respect among employees; safeguarding the dignity of employees; protecting the physical and psychological integrity of employees; Fostering a harmonious work environment. Roles and responsibilities, Employee obligations. All employees must contribute to the application of this policy and to ensuring that it is respected. In that regard, acts of discrimination or harassment will not be tolerated. Anyone engaging in such behaviour is subject to an investigation, which may result in disciplinary measures that could result in dismissal. All employees have an obligation to respect each other and take action if they witness or fall victim to discrimination or harassment. All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. | What action should an employee take if they witness or fall victim to discrimination or harassment? | false | {
"answer_start": 1176,
"text": "respect each other and take action"
} |
f5892f6d-369f-4660-8a6c-af3d82cfd361 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | What are employees who witness discrimination or harassment obligated to do? | false | {
"answer_start": 95,
"text": "use the procedure described below to report such situations"
} |
783594ff-f634-4dbb-9eb0-d09aa4c69f70 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | What must the employee and the victim of discrimination and harassment take note of? | false | {
"answer_start": 234,
"text": "any behaviour that is unwanted or that constitutes discrimination or harassment"
} |
d0504c91-cca7-499f-9f84-73c840300681 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | How should all events be recorded? | false | {
"answer_start": 369,
"text": "in writing"
} |
2627af40-1333-4c8b-b950-e44f2ef7be97 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | What are company management obligations? | false | {
"answer_start": 762,
"text": "to review this policy and ensure that it is applied by their staff"
} |
b28ff6d3-8e38-4838-9635-277acbf01869 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | What is a manager responsible for providing for their staff that is free from discrimination or harassment? | false | {
"answer_start": 869,
"text": "a work environment"
} |
b786b521-c280-4c26-8def-4af2a6dcde96 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | How do managers respond to complaints? | false | {
"answer_start": 1175,
"text": "by processing complaints as quickly as possible"
} |
bbbce8b1-b925-486d-8fc4-f87fd6ac5d80 | All employees who fall victim to or witness discrimination or harassment have an obligation to use the procedure described below to report such situations. The employee and the victim of discrimination or harassment must take note of any behaviour that is unwanted or that constitutes discrimination or harassment. To that end, we recommend that all events be recorded in writing (date, time, place, frequency, details about the events, the people who were present, etc. .. Ludia's commitment Ludia is committed to taking seriously all incidents involving discrimination or harassment, following up on and monitoring them until they have been resolved. With urgency, objectivity, discretion and equity, company management obligations Managers have an obligation to review this policy and ensure that it is applied by their staff. Managers are responsible for providing a work environment for their staff that is free from discrimination or harassment. They have an obligation to take steps to prevent such situations from arising, including taking action when they observe inappropriate behaviour. Being open to discuss the problem with any employee who wishes to do so, and by processing complaints as quickly as possible. Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. | What happens to managers who acknowledge discrimination or harassment? | false | {
"answer_start": 1346,
"text": "subject to an investigation"
} |
108ceeb7-13d1-49c7-9ce7-d75ecae0cee0 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | What can happen to managers who acknowledge the existence of discrimination or harassment? | false | {
"answer_start": 171,
"text": "disciplinary sanctions that could result in dismissal"
} |
fe764004-6a1a-4d7a-b0f4-2393471acce6 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | What can result in dismissal? | false | {
"answer_start": 171,
"text": "disciplinary sanctions"
} |
a10b51e3-dd9d-41e9-a9e0-a0a45ae8a2d2 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | Managers must ensure that what is not taken against anyone who files a complaint or takes part in an investigation relative to this policy? | false | {
"answer_start": 252,
"text": "reprisals"
} |
bf8c6c1c-5071-4e1e-a341-e70c252fd145 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | What does an employee feel he is a victim of? | false | {
"answer_start": 837,
"text": "discrimination or harassment"
} |
ad3a687d-c8ad-473f-aed0-16a328dcf536 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | What must an employee do to inform the person whose behavior he deems to be offensive? | false | {
"answer_start": 912,
"text": "directly address"
} |
c1dc38c4-ec95-4a37-a372-7bbd72aae103 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | How can an employee's direct approach to a problem often result in resolution? | false | {
"answer_start": 1094,
"text": "if that approach fails to produce the desired result"
} |
a6c7cf80-f1b3-4a0c-871d-7be5f158b4d2 | Managers who acknowledge the existence of discrimination or harassment and who fail to take the appropriate steps will be subject to an investigation, which may result in disciplinary sanctions that could result in dismissal. Managers must ensure that reprisals are not taken against anyone who files a complaint or takes part in an investigation relative to this policy. And, if applicable, must take steps to ensure that such behaviour does not continue if it is brought to their attention. Managers have an obligation, where applicable, to ensure that visitors, suppliers and contractors are aware of the policy and adhere to it in order to ensure that the work environment is free of any discrimination or harassment. Procedure for filing and processing complaints, reacting and reporting. An employee feeling that he is a victim of discrimination or harassment must take immediate action. The employee must directly address the person whose behaviour he deems to be offensive in order to inform that person of their discomfort. Approaching the problem directly often results in resolution if that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and culture team immediately. | What must an employee do when he does not use such an approach? | false | {
"answer_start": 1208,
"text": "report the situation to his immediate supervisor or the talent and culture team immediately"
} |
50f04ba4-56b3-4a69-9211-a6fbc3db935f | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | What must an employee do if an approach fails to produce the desired result? | false | {
"answer_start": 114,
"text": "report the situation to his immediate supervisor or the talent and Culture team immediately"
} |
64c87c24-d76e-40fb-9599-fb340eade759 | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | Who must report the situation to immediately? | false | {
"answer_start": 138,
"text": "his immediate supervisor or the talent and Culture team"
} |
688b60f1-4d2f-431c-b6c4-f3dd20aa7cfa | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | What can an employee speak with to report a discrimination or harassment? | false | {
"answer_start": 1047,
"text": "a Ludia executive"
} |
f4350797-c5f0-4f98-983f-7f8922b18af6 | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | What must harassment attempt to inform the employee who is a victim of harassment of? | false | {
"answer_start": 627,
"text": "his rights"
} |
cd22c621-57b9-4a45-b876-ba0b0327afd2 | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | What must the employee report the situation to? | false | {
"answer_start": 138,
"text": "his immediate supervisor or the talent and Culture team immediately"
} |
4e198292-99f1-4315-bdf7-18d9074fabe0 | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | Who may speak with an executive in order to report a situation? | false | {
"answer_start": 1151,
"text": "Ludia"
} |
56714c57-a14b-4db7-a790-73962aff059f | If that approach fails to produce the desired result, or when the employee does not use such an approach. He must report the situation to his immediate supervisor or the talent and Culture team immediately. If due to exceptional circumstances, the employee is unable to inform his immediate supervisor or a member of the talent and Culture team, He may speak with a Ludia executive in order to report the situation involving discrimination or harassment of which he has been a victim. Employees who witness a situation involving discrimination or harassment must attempt to inform the employee who is a victim of harassment of his rights. Under this policy. And, if applicable, report the situation to the employee's immediate supervisor or a member of the talent and culture team. If due to exceptional circumstances, the employee who witnessed the situation involving discrimination or harassment is unable to inform the employee who is a victim of harassment's immediate supervisor or a member of the Talent and Culture team. He may speak with a Ludia executive in order to report the situation involving discrimination or harassment he witnessed. Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. | What did he witness? | false | {
"answer_start": 870,
"text": "discrimination or harassment"
} |
2bcb1d80-3f06-4563-a53d-ff7cd569b11a | Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. Informal complaints If an employee who has been a victim of discrimination or harassment does not wish to file an official complaint. It is possible to settle the matter in an informal way with his immediate supervisor or the talent and culture team. In such cases, an action plan must be drafted by the individuals involved in order to resolve the matter. In such cases, the talent and culture team or the immediate supervisor must conduct regular follow ups with the employee who expressed his discomfort in order to ensure that the problem has indeed been solved. Employees who opt for the informal approach may file a formal complaint at any time. Formal complaints Employees who wish to file a formal complaint must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment. And details surrounding the incident(s), including the date, time, location, frequency, details of the events and the people who were present. If applicable, the immediate supervisor who receives the discrimination or harassment complaint must approach it with discretion and confidentiality. He must immediately inform the talent and culture team of the situation, or, if circumstances require, so ludia management. | What can an employee do if he or she does not wish to file an official complaint? What can be done if an employee has been a victim of discrimination or harassment and does not want to file a formal complaint with his immediate supervisor or the talent and culture team? | false | {
"answer_start": 194,
"text": "Informal complaints"
} |
e2935f2b-6dc5-456a-8d04-fae75f7f9727 | Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. Informal complaints If an employee who has been a victim of discrimination or harassment does not wish to file an official complaint. It is possible to settle the matter in an informal way with his immediate supervisor or the talent and culture team. In such cases, an action plan must be drafted by the individuals involved in order to resolve the matter. In such cases, the talent and culture team or the immediate supervisor must conduct regular follow ups with the employee who expressed his discomfort in order to ensure that the problem has indeed been solved. Employees who opt for the informal approach may file a formal complaint at any time. Formal complaints Employees who wish to file a formal complaint must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment. And details surrounding the incident(s), including the date, time, location, frequency, details of the events and the people who were present. If applicable, the immediate supervisor who receives the discrimination or harassment complaint must approach it with discretion and confidentiality. He must immediately inform the talent and culture team of the situation, or, if circumstances require, so ludia management. | Who must conduct regular follow ups with the employee who expressed his discomfort? | false | {
"answer_start": 566,
"text": "the talent and culture team or the immediate supervisor"
} |
f168905f-899f-4f7a-8670-222e25412493 | Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. Informal complaints If an employee who has been a victim of discrimination or harassment does not wish to file an official complaint. It is possible to settle the matter in an informal way with his immediate supervisor or the talent and culture team. In such cases, an action plan must be drafted by the individuals involved in order to resolve the matter. In such cases, the talent and culture team or the immediate supervisor must conduct regular follow ups with the employee who expressed his discomfort in order to ensure that the problem has indeed been solved. Employees who opt for the informal approach may file a formal complaint at any time. Formal complaints Employees who wish to file a formal complaint must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment. And details surrounding the incident(s), including the date, time, location, frequency, details of the events and the people who were present. If applicable, the immediate supervisor who receives the discrimination or harassment complaint must approach it with discretion and confidentiality. He must immediately inform the talent and culture team of the situation, or, if circumstances require, so ludia management. | Who must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment? | false | {
"answer_start": 846,
"text": "Formal complaints Employees"
} |
86cb5862-0ad2-40c7-bbb0-f555432a8327 | Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. Informal complaints If an employee who has been a victim of discrimination or harassment does not wish to file an official complaint. It is possible to settle the matter in an informal way with his immediate supervisor or the talent and culture team. In such cases, an action plan must be drafted by the individuals involved in order to resolve the matter. In such cases, the talent and culture team or the immediate supervisor must conduct regular follow ups with the employee who expressed his discomfort in order to ensure that the problem has indeed been solved. Employees who opt for the informal approach may file a formal complaint at any time. Formal complaints Employees who wish to file a formal complaint must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment. And details surrounding the incident(s), including the date, time, location, frequency, details of the events and the people who were present. If applicable, the immediate supervisor who receives the discrimination or harassment complaint must approach it with discretion and confidentiality. He must immediately inform the talent and culture team of the situation, or, if circumstances require, so ludia management. | What must the supervisor who receives a discrimination or harassment complaint approach the complaint with? | false | {
"answer_start": 1301,
"text": "discretion and confidentiality"
} |
d4c9431b-01ff-4c3c-86c5-4cfd876048bb | Ludia may initiate an investigation on its own and in the absence of a complaint, if circumstances lead the company to believe that a situation involving discrimination or harassment may exist. Informal complaints If an employee who has been a victim of discrimination or harassment does not wish to file an official complaint. It is possible to settle the matter in an informal way with his immediate supervisor or the talent and culture team. In such cases, an action plan must be drafted by the individuals involved in order to resolve the matter. In such cases, the talent and culture team or the immediate supervisor must conduct regular follow ups with the employee who expressed his discomfort in order to ensure that the problem has indeed been solved. Employees who opt for the informal approach may file a formal complaint at any time. Formal complaints Employees who wish to file a formal complaint must be in a position to indicate in writing the name of the person alleged to have perpetrated the discrimination or harassment. And details surrounding the incident(s), including the date, time, location, frequency, details of the events and the people who were present. If applicable, the immediate supervisor who receives the discrimination or harassment complaint must approach it with discretion and confidentiality. He must immediately inform the talent and culture team of the situation, or, if circumstances require, so ludia management. | Who must immediately inform the talent and culture team of the situation? | false | {
"answer_start": 1198,
"text": "the immediate supervisor"
} |
0f0685bb-2a9c-48ed-9297-5988c58b0401 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | Who must immediately inform the talent and culture team of the situation? | false | {
"answer_start": 106,
"text": "Ludia management"
} |
d823e311-9946-4ec0-9a93-b4362ceeb9d3 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | Filing a formal complaint triggers an investigation process in order to protect the employee filing the complaint and to facilitate what? | false | {
"answer_start": 260,
"text": "disclosure"
} |
315dcad2-d153-4275-9bb1-f973ee844465 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | Reprisals or threats against an employee who files a complaint or against a witness are strictly prohibited and will be met with what kind of measures? | false | {
"answer_start": 593,
"text": "disciplinary"
} |
163e85fb-675d-48a3-9b05-b5f9e71cbb52 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | How are complaints processed? | false | {
"answer_start": 674,
"text": "quickly"
} |
dd29df62-9dbd-4e9d-934b-882ed93ac6e4 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | How long must complaints be filed? | false | {
"answer_start": 708,
"text": "as quickly as possible after the alleged incident"
} |
21f927fb-7c5d-4277-97b3-8844c6cba9b4 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | Who is responsible for conducting the investigation? | false | {
"answer_start": 856,
"text": "Investigation The Talent and Culture Team"
} |
212e90bf-f6d0-4a20-8abc-665ae217d8f5 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | What is the name of the person who is being investigated? | false | {
"answer_start": 856,
"text": "Investigation The Talent and Culture Team"
} |
ba89a360-7158-453c-bee6-c54cf86d3c48 | He must immediately inform the talent and culture team of the situation, or, if circumstances require so, Ludia management. Filing a formal complaint will trigger an investigation process in order to protect the employee filing the complaint and to facilitate disclosure. The following provisions apply: All complaints are addressed with discretion and with the highest possible degree of confidentiality. Reprisals or threats against an employee who files a complaint or against a witness for having taken part in the investigation of a complaint are strictly prohibited and will be met with disciplinary measures that may result in dismissal. All complaints are processed quickly. Complaints must be filed as quickly as possible after the alleged incident, and at the latest within 90 days of the last time the discrimination or harassment was observed. Investigation The Talent and Culture Team, or, where applicable, a person designated by Ludia is responsible for conducting the investigation. After a formal complaint of discrimination or harassment has been filed, the person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and, if circumstances require, so, the immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted. | Who is the immediate supervisor of? | false | {
"answer_start": 1272,
"text": "the presumed harasser/ discriminator"
} |
1ea03b0f-e826-4b9a-8dbb-f2c2f8830bd9 | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | Who must ensure that the harasser/discriminator, the employee who filed the complaint are informed that an investigation is being conducted when necessary? | false | {
"answer_start": 0,
"text": "The person responsible for the investigation"
} |
5827c34e-2f9d-4eca-bb0c-996b984b1de9 | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | What may the complainant and the presumed discriminator/harasser be subject to? | false | {
"answer_start": 403,
"text": "temporary reassignment"
} |
5ad95da0-fb6c-4eae-bf47-71e21a9efc50 | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | Who shall conduct an impartial and in-depth investigation of the complaint? | false | {
"answer_start": 608,
"text": "the officer responsible for the investigation"
} |
4fc7750b-96e8-4e22-9972-583fa7f00372 | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | Who can conduct the investigation? | false | {
"answer_start": 608,
"text": "the officer responsible for the investigation"
} |
78c3e1b2-246d-4659-a3c0-4418ff3e43c8 | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | Who can interview the employee who filed the complaint? | false | {
"answer_start": 725,
"text": "The investigation"
} |
e19db69c-9785-49b4-9ff5-b5d97c0451fe | The person responsible for the investigation must ensure that the presumed harasser/discriminator, the employee who filed the complaint, and if circumstances require, so, The immediate supervisor of the presumed harasser/ discriminator and the complainant are informed that an investigation is being conducted when necessary, the complainant and/or the presumed discriminator/harasser may be subject to temporary reassignment in order to prevent them from being in contact with each other during the course of the investigation. An impartial and in-depth investigation of the complaint shall be conducted by the officer responsible for the investigation. Or, where circumstances warrant, a neutral person from outside Ludia. The investigation shall include interviews with the employee who filed the complaint, the presumed discriminator or harasser, and witnesses to the matter, as well as a review of all related facts and files. Once the investigation has been completed, the officer responsible for the investigation or the person who conducted it may draft a report containing all of the information collected, any proof obtained and a conclusion as to whether or not any discrimination or harassment took place. Based on the results of the investigation, Ludia will make a decision as to the corrective measures it deems appropriate. Under the circumstances, the employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. | Who will be informed of the findings of the investigative process? | false | {
"answer_start": 1365,
"text": "the employee who filed the complaint and the presumed discriminator/harasser"
} |
d1cb01ba-7fb7-4029-9bd6-cf6791d3ac54 | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | Who will be informed of the results of the investigation? | false | {
"answer_start": 0,
"text": "The employee who filed the complaint and the presumed discriminator/harasser"
} |
8c03ebcd-eb59-4301-b414-96d39ab77286 | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | What information will not be disclosed unless required for the purposes of the investigations? | false | {
"answer_start": 131,
"text": "The information collected during the investigation and the investigation report"
} |
71f523bb-2ce0-49fc-83a1-b663c6a9912b | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | Who may take any corrective measures it deems appropriate? | false | {
"answer_start": 507,
"text": "Corrective measures Ludia"
} |
2bf9f5ba-7b6b-4226-b2ec-a938e183d6f4 | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | What is the purpose of Ludia's policies? | false | {
"answer_start": 615,
"text": "to insure the application and compliance with this policy"
} |
57b4c206-e001-4081-afe3-607383b7afb5 | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | What could result in dismissal against anyone who contravenes this policy? | false | {
"answer_start": 758,
"text": "administrative or disciplinary measures"
} |
cab2bcd0-437a-4582-8437-e2bbd80094a8 | The employee who filed the complaint and the presumed discriminator/harasser will be informed of the results of the investigation. The information collected during the investigation and the investigation report, if one is drafted, will not be disclosed unless required for the purposes of the investigation and in accordance with the law, the results of the investigation will be placed in the discriminator/ harasser's file only if the investigation concludes that discrimination or harassment took place. Corrective measures Ludia may take any corrective measures it deems appropriate for the circumstances so as to insure the application and compliance with this policy. And to put an end to all forms of discrimination or harassment. Ludia may also take administrative or disciplinary measures which could result in dismissal against anyone who contravenes this policy by discriminating against or harassing an employee uses reprisals against someone who has filed a discrimination or harassment complaint, or who acts as a witness for the investigation or hearing relative to a discrimination or harassment complaint. Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint if the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party or ludia, or in order to make false accusations against an employee, a third party or ludia? | Who could be taken against the employee who files a complaint? | false | {
"answer_start": 1123,
"text": "Administrative or disciplinary measures that can result in dismissal"
} |
d575694f-649c-4fd5-92f1-fe96d7fae0b3 | Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint. If the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party, or accommodation in situations involving discriminatory effects. Ludia is committed to treating its employees in a fair and equitable manner, and, where applicable, to respond to their legitimate needs. Ludia's accommodation policy is intended to support the principles stipulated in the human rights legislation. This policy is intended to be carefully and respectfully adapted to specific circumstances that may require accommodation, including: a handicap that could affect the employee's ability to effectively complete his employment duties. Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties. Or that could enter into conflict with one of Ludia's policies or practices. | What can be taken against the employee who files a complaint? | false | {
"answer_start": 0,
"text": "Administrative or disciplinary measures"
} |
2dcfc47b-1324-49dd-a687-cf55fa26381d | Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint. If the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party, or accommodation in situations involving discriminatory effects. Ludia is committed to treating its employees in a fair and equitable manner, and, where applicable, to respond to their legitimate needs. Ludia's accommodation policy is intended to support the principles stipulated in the human rights legislation. This policy is intended to be carefully and respectfully adapted to specific circumstances that may require accommodation, including: a handicap that could affect the employee's ability to effectively complete his employment duties. Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties. Or that could enter into conflict with one of Ludia's policies or practices. | What could affect an employee's ability to effectively complete his work duties? | false | {
"answer_start": 717,
"text": "a handicap"
} |
09110fef-bef8-4322-9147-3b6d186ac308 | Administrative or disciplinary measures that can result in dismissal could also be taken against the employee who files the complaint. If the investigation concludes that the complaint was made solely for the purpose of causing prejudice to an employee, a third party, or accommodation in situations involving discriminatory effects. Ludia is committed to treating its employees in a fair and equitable manner, and, where applicable, to respond to their legitimate needs. Ludia's accommodation policy is intended to support the principles stipulated in the human rights legislation. This policy is intended to be carefully and respectfully adapted to specific circumstances that may require accommodation, including: a handicap that could affect the employee's ability to effectively complete his employment duties. Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties. Or that could enter into conflict with one of Ludia's policies or practices. | What could enter into conflict with one of Ludia's policies? | false | {
"answer_start": 816,
"text": "Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties. Or that could enter into conflict with one of Ludia's policies or practices"
} |
78b12058-1d90-46b9-bb9b-aef264b187b8 | Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties, or that could enter into conflict with one of Ludia's policies or practices. Ludia deems that the best way to address these matters is through open dialogue between the employee and management. And with other employees affected by the request for accommodation, Ludia encourages its employees to discuss any specific needs they may have in order to establish a dialogue. The following recommendations have been adopted in order to ensure that questions of accommodation are addressed fairly and equitably. Process for assessing accommodation requests The employee files a request for accommodation. » The employee must send his request for accommodation to a member of the talent and Culture team. The employee must include any information relative to his needs with the request ». When an employee makes a request for accommodation. He must be aware of the possibility that medical information may be required (e. .. an analysis of any physical requirements) to allow Ludia to properly evaluate the request. In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. | What is the best way to address specific needs of an employee? | false | {
"answer_start": 359,
"text": "open dialogue between the employee and management"
} |
b4c90f7f-da18-4bca-97c0-604244d27d7c | Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties, or that could enter into conflict with one of Ludia's policies or practices. Ludia deems that the best way to address these matters is through open dialogue between the employee and management. And with other employees affected by the request for accommodation, Ludia encourages its employees to discuss any specific needs they may have in order to establish a dialogue. The following recommendations have been adopted in order to ensure that questions of accommodation are addressed fairly and equitably. Process for assessing accommodation requests The employee files a request for accommodation. » The employee must send his request for accommodation to a member of the talent and Culture team. The employee must include any information relative to his needs with the request ». When an employee makes a request for accommodation. He must be aware of the possibility that medical information may be required (e. .. an analysis of any physical requirements) to allow Ludia to properly evaluate the request. In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. | What is protected under human rights legislation? | false | {
"answer_start": 0,
"text": "Specific needs, such as time off for religious observance or dress requirements"
} |
96d54a7d-69cf-4bbf-b73d-a7d410b3a177 | Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties, or that could enter into conflict with one of Ludia's policies or practices. Ludia deems that the best way to address these matters is through open dialogue between the employee and management. And with other employees affected by the request for accommodation, Ludia encourages its employees to discuss any specific needs they may have in order to establish a dialogue. The following recommendations have been adopted in order to ensure that questions of accommodation are addressed fairly and equitably. Process for assessing accommodation requests The employee files a request for accommodation. » The employee must send his request for accommodation to a member of the talent and Culture team. The employee must include any information relative to his needs with the request ». When an employee makes a request for accommodation. He must be aware of the possibility that medical information may be required (e. .. an analysis of any physical requirements) to allow Ludia to properly evaluate the request. In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. | What are the recommendations adopted to ensure that questions of accommodation are addressed fairly and equitably? | false | {
"answer_start": 1276,
"text": "Ludia will limit the scope of information and hold it in the strictest confidence"
} |
332facef-c89c-46e8-bcaf-aa723f1d48c2 | Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties, or that could enter into conflict with one of Ludia's policies or practices. Ludia deems that the best way to address these matters is through open dialogue between the employee and management. And with other employees affected by the request for accommodation, Ludia encourages its employees to discuss any specific needs they may have in order to establish a dialogue. The following recommendations have been adopted in order to ensure that questions of accommodation are addressed fairly and equitably. Process for assessing accommodation requests The employee files a request for accommodation. » The employee must send his request for accommodation to a member of the talent and Culture team. The employee must include any information relative to his needs with the request ». When an employee makes a request for accommodation. He must be aware of the possibility that medical information may be required (e. .. an analysis of any physical requirements) to allow Ludia to properly evaluate the request. In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. | What must an employee be aware of when making a request for accommodation? | false | {
"answer_start": 1070,
"text": "the possibility that medical information may be required"
} |
2a0e8eaa-9881-41f0-8fe6-9fe6ef4d2362 | Specific needs, such as time off for religious observance or dress requirements that are protected under human rights legislation. And that could affect an employee's ability to effectively complete his work duties, or that could enter into conflict with one of Ludia's policies or practices. Ludia deems that the best way to address these matters is through open dialogue between the employee and management. And with other employees affected by the request for accommodation, Ludia encourages its employees to discuss any specific needs they may have in order to establish a dialogue. The following recommendations have been adopted in order to ensure that questions of accommodation are addressed fairly and equitably. Process for assessing accommodation requests The employee files a request for accommodation. » The employee must send his request for accommodation to a member of the talent and Culture team. The employee must include any information relative to his needs with the request ». When an employee makes a request for accommodation. He must be aware of the possibility that medical information may be required (e. .. an analysis of any physical requirements) to allow Ludia to properly evaluate the request. In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. | Where possible, the company will seek out professional medical assistance to assess the circumstances? | false | {
"answer_start": 1276,
"text": "Ludia"
} |
1a9be396-fda1-4473-af70-ff0f17d8f521 | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | Where possible, the company will seek out professional medical assistance to assess the circumstances of the request for accommodation? | false | {
"answer_start": 0,
"text": "In the event that medical information is required, Ludia"
} |
b3c196f5-0c66-4e37-ab7f-dfd3bc34f97c | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | What must the company do as part of the review process? | false | {
"answer_start": 386,
"text": "Evaluate and verify the existence of the need for accommodation"
} |
e9d5b805-dd65-43e6-9541-c0c33a6cf34f | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | If the matter is medical in nature, what must the employee determine? | false | {
"answer_start": 522,
"text": "the employee's health condition and the impact it could have on the job"
} |
cd91e6d4-d701-4fc2-88b1-c8217597bc98 | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | What is the process designed to be? | false | {
"answer_start": 979,
"text": "flexible"
} |
780c00df-af99-4639-9f39-cee14b80461f | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | What must an employee be able to explain if he requests an accommodation? | false | {
"answer_start": 1146,
"text": "the problem"
} |
b0940855-fe60-48c1-92c0-9d0f6c4f975d | In the event that medical information is required, Ludia will limit the scope of information and hold it in the strictest confidence. And, where possible, the company will seek out professional medical assistance to assess the circumstances. Review Upon receipt of the request for accommodation, Ludia will review it as quickly as possible. As part of the review process, Ludia must: » Evaluate and verify the existence of the need for accommodation. ». Determine if the matter is medical in nature, and, if so, determine the employee's health condition and the impact it could have on the job. » Resort to the services of an external professional if needed. » Determine the number of potential options that would be suitable, given the circumstances to meet the needs and associated costs. » Access information relative to the employee and evaluate it in order to identify any job-related obstacles, additional Ludia and employee responsibilities. The process is designed to be flexible, keeping in mind that solutions are often not very costly and easy to implement. If an employee makes a request for accommodation, he must be able to explain the problem and indicate which accommodation is likely to be effective. If the request for accommodation may potentially cause prejudice. Ludia will explore the options and attempt to identify the most practical solutions that do not result in any undue constraints for Ludia. | What must the request for accommodation potentially cause prejudice? | false | {
"answer_start": 1119,
"text": "he must be able to explain the problem and indicate which accommodation is likely to be effective"
} |
9f08afbb-9494-426d-ba1a-8a245812ed08 | If the request for accommodation may potentially cause prejudice, Ludia will explore the options and attempt to identify the most practical solutions. That do not result in any undue constraints for Ludia implementation when an accommodation that does not result in any undue constraints for Ludia is identified. The company will take the necessary steps to implement and facilitate the initiative, including:. » Meeting with the employee in order to provide him with details relative to the initiative. » providing specific details to the managers and other employees involved (if they are affected by the accommodation initiative), such as the duration of the accommodation and any changes involving schedules or duties. Ludia has a zero tolerance policy with respect to theft. It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia. The items targeted by this policy include all documents, paper products, boxes, office supplies. It or other equipment of any kind whatsoever, including Ludia's waste or refuse, and any other items that belong or could belong to Ludia. Employees who are found to be in violation of this policy will be subject to immediate dismissal Zero tolerance Theft policy. Purpose and Scope of the IT Resources Policy This policy sets out the conditions governing the use of IT resources at Ludia. | What will the company take to implement and facilitate the initiative? | false | {
"answer_start": 335,
"text": "the necessary steps"
} |
8b541ea4-1366-45bd-9a0c-07f602cbb98d | If the request for accommodation may potentially cause prejudice, Ludia will explore the options and attempt to identify the most practical solutions. That do not result in any undue constraints for Ludia implementation when an accommodation that does not result in any undue constraints for Ludia is identified. The company will take the necessary steps to implement and facilitate the initiative, including:. » Meeting with the employee in order to provide him with details relative to the initiative. » providing specific details to the managers and other employees involved (if they are affected by the accommodation initiative), such as the duration of the accommodation and any changes involving schedules or duties. Ludia has a zero tolerance policy with respect to theft. It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia. The items targeted by this policy include all documents, paper products, boxes, office supplies. It or other equipment of any kind whatsoever, including Ludia's waste or refuse, and any other items that belong or could belong to Ludia. Employees who are found to be in violation of this policy will be subject to immediate dismissal Zero tolerance Theft policy. Purpose and Scope of the IT Resources Policy This policy sets out the conditions governing the use of IT resources at Ludia. | What is Ludia's zero tolerance policy with respect to theft? | false | {
"answer_start": 780,
"text": "It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia"
} |
ea6f17cc-3f30-427f-aced-cfaba00daf90 | If the request for accommodation may potentially cause prejudice, Ludia will explore the options and attempt to identify the most practical solutions. That do not result in any undue constraints for Ludia implementation when an accommodation that does not result in any undue constraints for Ludia is identified. The company will take the necessary steps to implement and facilitate the initiative, including:. » Meeting with the employee in order to provide him with details relative to the initiative. » providing specific details to the managers and other employees involved (if they are affected by the accommodation initiative), such as the duration of the accommodation and any changes involving schedules or duties. Ludia has a zero tolerance policy with respect to theft. It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia. The items targeted by this policy include all documents, paper products, boxes, office supplies. It or other equipment of any kind whatsoever, including Ludia's waste or refuse, and any other items that belong or could belong to Ludia. Employees who are found to be in violation of this policy will be subject to immediate dismissal Zero tolerance Theft policy. Purpose and Scope of the IT Resources Policy This policy sets out the conditions governing the use of IT resources at Ludia. | What is the target of this policy? | false | {
"answer_start": 938,
"text": "all documents, paper products, boxes, office supplies"
} |
0f3a8b5c-759c-4991-926c-40e01a37596d | If the request for accommodation may potentially cause prejudice, Ludia will explore the options and attempt to identify the most practical solutions. That do not result in any undue constraints for Ludia implementation when an accommodation that does not result in any undue constraints for Ludia is identified. The company will take the necessary steps to implement and facilitate the initiative, including:. » Meeting with the employee in order to provide him with details relative to the initiative. » providing specific details to the managers and other employees involved (if they are affected by the accommodation initiative), such as the duration of the accommodation and any changes involving schedules or duties. Ludia has a zero tolerance policy with respect to theft. It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia. The items targeted by this policy include all documents, paper products, boxes, office supplies. It or other equipment of any kind whatsoever, including Ludia's waste or refuse, and any other items that belong or could belong to Ludia. Employees who are found to be in violation of this policy will be subject to immediate dismissal Zero tolerance Theft policy. Purpose and Scope of the IT Resources Policy This policy sets out the conditions governing the use of IT resources at Ludia. | What will be the result of a violation of the Zero tolerance Theft policy? | false | {
"answer_start": 1209,
"text": "immediate dismissal"
} |
67e0c60c-2224-4669-bf4c-f68ae06ab6cf | If the request for accommodation may potentially cause prejudice, Ludia will explore the options and attempt to identify the most practical solutions. That do not result in any undue constraints for Ludia implementation when an accommodation that does not result in any undue constraints for Ludia is identified. The company will take the necessary steps to implement and facilitate the initiative, including:. » Meeting with the employee in order to provide him with details relative to the initiative. » providing specific details to the managers and other employees involved (if they are affected by the accommodation initiative), such as the duration of the accommodation and any changes involving schedules or duties. Ludia has a zero tolerance policy with respect to theft. It is therefore strictly prohibited to appropriate, in any way whatsoever, any company property belonging to Ludia. The items targeted by this policy include all documents, paper products, boxes, office supplies. It or other equipment of any kind whatsoever, including Ludia's waste or refuse, and any other items that belong or could belong to Ludia. Employees who are found to be in violation of this policy will be subject to immediate dismissal Zero tolerance Theft policy. Purpose and Scope of the IT Resources Policy This policy sets out the conditions governing the use of IT resources at Ludia. | What is the purpose and scope of the IT Resources Policy? | false | {
"answer_start": 1315,
"text": "sets out the conditions governing the use of IT resources at Ludia"
} |
b73cd988-be85-42d8-9a21-e9794319fee8 | This policy sets out the conditions governing the use of IT resources at Ludia. It applies to all Ludia employees and management, regardless of their position. The purpose of this policy is to reconcile the rights of employees and Ludia's legitimate interest in protecting its resources, its responsibilities, its reputation and its clients. The policy governs the use of Ludia's IT resources. Including: hardware (computers, laptops, peripheral devices, networks, servers, cables, etc. ; software (operating systems, programs, etc. ; databases; any internal or external service (internet, extranet, email, etc. Directly or indirectly accessible using Ludia's IT resources, all of the components listed above are referred to in this policy as IT Resources. General property. IT Resources are the exclusive property of Ludia. The components are acquired and maintained by Ludia for commercial purposes. Use of IT resources is a privilege that may be withdrawn at Ludia's discretion at any time. Access to It resources Access to IT resources is limited to Ludia employees. It is prohibited for employees to lend or otherwise grant access to IT resources to anyone else. Employees are personally responsible for their use of it resources. Ludia cannot be held liable for any direct or indirect damage resulting from inappropriate use of it resources by one of its employees. | What is the purpose of this policy? | false | {
"answer_start": 190,
"text": "to reconcile the rights of employees and Ludia's legitimate interest in protecting its resources, its responsibilities, its reputation and its clients"
} |
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