Office Bullying and Harassment Policy Volume Nov 2013 | Page 26

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investigation follow-up — the procedures for investigation follow-up should describe the time
frame for addressing the behaviour, any corrective actions to be taken at the workplace, as well
as arrangements for addressing adverse symptoms. Corrective actions should be taken promptly,
following the investigation, and ensure the bullying and harassment stops. This could include
revising workplace procedures to prevent any future bullying and harassment incidents in the
workplace.

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record-keeping requirements could include an expectation that workers keep written
accounts of incidents to submit with any complaints, or that the employer keep a written
record of any investigation findings.

The purpose of an investigation is to determine whether bullying and harassment has occurred. The
employer should make it clear that complaints will be treated seriously and addressed promptly.
Ignoring a complaint or incident of bullying and harassment is a breach of an employer’s duties under
the Workers Compensation Act.
Investigations should:
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be undertaken promptly and diligently, and be as thorough as necessary in the
circumstances

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be fair and impartial, providing fairness for both the complainant and respondent in evaluating
the allegations

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be sensitive to the interests of all parties, and maintain confidentiality to the extent
possible in the circumstances

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be focused on finding facts and evidence, which should include interviews with the
complainant, respondent, and any witnesses

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incorporate, where necessary, any need or request from the complainant or
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