Office Bullying and Harassment Policy Volumn 2013 | Page 26

• any additional details that would help with an investigation
Sample reporting procedures are available at
www.worksafebc.com/bullying.

Small business
Small employers might face challenges like having no Human Resources department or OHS
specialists. They also might have opportunities that other larger organizations lack such as
closer working relationships, and an ability to respond more quickly to incidents. WorkSafeBC
has developed a small business guide on workplace bullying and harassment to help these
employers meet their particular challenges.

Procedures for dealing with and investigating incidents or
complaints
Employers must establish procedures that state how they will deal with incidents and complaints of
bullying and harassment in the workplace. The procedures must ensure a reasonable response, aim to
fully address the incident, and ensure future bullying and harassment is prevented or minimized.
Procedures must address the following:
•

how and when investigations will be conducted

•

what will be included in the investigation

•

roles and responsibilities of employers, supervisors, workers, and others, such as investigators,
witnesses, or union representatives — for example, employers are responsible for ensuring
workplace procedures are followed; workers are expected to cooperate with investigators and
provide any details of acts they have experienced or witnessed; and supervisors or Human
Resources personnel might be involved in conducting investigations. If external investigators are
hired, employers should provide information about their roles and responsibilities.

Toward a respectful workplace

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