Office Bullying and Harassment Policy Volumn 2013

Informing workers of the policy statement and procedures All workers must be informed of the workplace policy statement and steps taken to prevent or minimize bullying and harassment. A good time to do this is during new employee orientation programs or during safety/staff meetings. Other ways to raise awareness include posting notices around the workplace in high-traffic areas, or sending periodic email reminders to all workplace personnel. When raising awareness about bullying and harassment, the employer should discuss what actions and behaviours might be considered bullying and harassment, and those that are not. This handbook includes some examples in Part 2: Additional resources on workplace bullying and harassment. It’s also important to remind everyone that not every unpleasant interaction, disrespectful behaviour, or instance of workplace conflict is bullying and harassment; it’s helpful for everyone to understand there’s a difference between bullying and harassment and workplace disagreements, disrespectful behaviour, or difficult conversations about performance management. Training supervisors and workers When it comes to bullying and harassment, employers must ensure all workers — including supervisors — understand their responsibilities. Training for supervisors and workers must include the following: • how to recognize bullying and harassment • how workers who experience or witness bullying and harassment should respond • procedures for reporting, and how the employer will deal with incidents or complaints of bullying and harassment. This includes: — who workers can go to for help and what help will be provided — who the organization’s contacts are for reporting incidents — who is responsible for following up on complaints and incidents 14 Toward a respectful workplace

Office Bullying and Harassment Policy Volumn 2013 | Page 29