Office Bullying and Harassment Policy Volumn 2013 | Page 25

Procedures for reporting incidents or complaints
Reporting methods should clearly indicate how a worker can report a workplace bullying and
harassment complaint. For example, procedures should indicate if workers are to report directly to
the employer, a supervisor, a Human Resources representative, a union representative, or
another person assigned to handling complaints.
Employers must develop and implement procedures that:
•

enable workers to report incidents or complaints of workplace bullying and harassment,
including how, when, and to whom a worker should report

•

include provisions for reporting if the employer, supervisor, or person acting on behalf of
the employer is the alleged bully
— if the employer cannot provide other reporting options, for example, if it is a small business with
few personnel, then workers can contact the WorkSafeBC prevention information line to
report bullying and harassment by the employer (1.888.621.7233)

•

include provisions for reporting bullying and harassing behaviour from other workers beyond
the organization, or another external party, such as a client or customer, if such risks exist

Reporting procedures should also reference and include provisions for submitting relevant documents
to support any allegations being made, such as emails, handwritten notes, photographs, or physical
evidence like vandalized personal belongings.
For their part, workers must report all incidents of bullying and harassment they experience
or witness, and include as much information as possible in the complaint or report.
What should be reported?
•
•

the location, date, and time of the incident(s)

•

Toward a respectful workplace

any witnesses to the incident(s)

•

10

the names of the parties involved

details about the incident (behaviour and/or words used)