Office Bullying and Harassment Policy Volumn 2013 | Page 30

Investigators of incidents and complaints should receive appropriate training and instruction for
handling such situations, because bullying and harassment matters are often sensitive and challenging
to address. Other training for supervisors could include instructions on how
to support workers who may be affected by workplace bullying and harassment.
Many organizations provide training to help workplaces address bullying and harassment.
Training tools can be found at www.worksafebc.com/bullying, including a presentation template
for training workers and supervisors, animated videos, and other resources.

Annual review
For anti-bullying and harassment strategies to be effective, they need to be current and practical.
Every year, the employer must review:
•

its bullying and harassment policy statement

•

its steps to prevent or minimize workplace bullying and harassment

•

its reporting procedures

•

its procedures for dealing with incidents and complaints

During the review, the employer should consider whether there have been any bullying and
harassment incidents or complaints in the past year. If so, the policy statement and procedures should
be clarified or amended, as needed, taking the incident(s) into consideration. Equally, it should be
determined whether or not existing preventative steps are working, or if procedures need to be further
clarified.

Toward a respectful workplace

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