Office Bullying and Harassment Policy Volumn 2013 | Page 21

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reporting any bullying and harassing behaviours they experience or observe in the workplace

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applying and complying with the employer’s policies and procedures

To ensure workers can comply with their legal obligations, they must understand what’s meant by the
term “bullying and harassment.” This handbook will help workers understand bullying and harassment,
how to recognize bullying and harassing behaviours, and how bullying and harassment can impact an
organization. It’s the employer’s duty to train workers and supervisors regarding bullying and
harassment.

Supervisors
Supervisors must ensure the health and safety of all workers under their direct supervision
(section 117 of the Act). This includes:
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not engaging in the bullying and harassment of others

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applying and complying with the employer’s policies and procedures on bullying
and harassment

Supervisors are responsible for ensuring members of their staff do not bully and harass others.
Equally, supervisors must not bully and harass others. This handbook will help supervisors learn more
about bullying and harassment, how to recognize it, and what effect it can have on an organization.

Violence
If bullying and harassing behaviour becomes violent or involves threats of violence, then the Regulation
applies. The Regulation states that “a person must not engage in any improper activity or behaviour at a
workplace that might create or constitute a hazard to themselves or to any other person” (s4.25), and
that “Improper activity or behaviour must be reported and investigated” (s4.26). This applies when
bullying and harassment involves violence or threats of violence between co-workers.
If a worker is bullied and harassed by someone other than another worker, such as a customer or
client, and it involves violence or threats of violence, then sections 4.27–4.30 of the Regulation apply.

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Toward a respectful workplace