Office Bullying and Harassment Policy Volume 2013 2nd Edition | Page 59

OHS policies — workplace bullying and harassment The following duties are copied from WorkSafeBC’s OHS policies on workplace bullying and harassment. These may change from time to time. For the most up-to-date language, visit www.worksafebc.com/bullying. Definition — bullying and harassment (a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but (b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. Employer duties — D3-115-2 Reasonable Steps to Address the Hazard WorkSafeBC considers that reasonable steps by an employer to prevent where possible, or otherwise minimize, workplace bullying and harassment include the following: (a) developing a policy statement with respect to workplace bullying and harassment not being acceptable or tolerated; (b) taking steps to prevent where possible, or otherwise minimize, workplace bullying and harassment; (c) developing and implementing procedures for workers to report incidents or complaints of workplace bullying and harassment including how, when and to whom a worker should report incidents or complaints. Included must be procedures for a worker to report if the employer, supervisor or person acting on behalf of the employer, is the alleged bully and harasser; (d) developing and implementing procedures for how the employer will deal with incidents or complaints of workplace bullying and harassment including: i. how and when investigations will be conducted; ii. what will be included in the investigation; iii. roles and responsibilities of employers, supervisors, workers and others; iv. follow-up to the investigation (description of corrective actions, timeframe, dealing with adverse symptoms, etc.); and record keeping requirements; v. (e) informing workers of the policy statement in (a) and the steps taken in (b); (f) training supervisors and workers on: i. recognizing the potential for bullying and harassment; ii. responding to bullying and harassment; and iii. procedures for reporting, and how the employer will deal with incidents or complaints of bullying and harassment in (c) and (d) respectively; Toward a respectful workplace 45