Office Bullying and Harassment Policy Volume Nov 2013 | Page 45

Employers and supervisors can talk to the target and alleged bully about what each party needs
to move forward, as follows:
•

Determine what is and what is not appropriate to share with the group.
— Even if you cannot discuss details with members of the group, you can offer support.

•

Have “check-in” meetings with the alleged bully, the target, and their co?workers to see how
things are going — this provides an opportunity for workers to confidentially express concerns
about any bullying and harassment that may have continued.

•

Have team discussions to clarify mutual expectations for how everyone will work together
respectfully, including during periods of disagreement.

•

Offer assistance to workers, whether it’s through an employee assistance program, counselling
through extended health coverage, or another resource.

•

Consider if there’s a need for training or awareness sessions about bullying and harassment.

— adapted from materials published by the Treasury Board of Canada

False accusations
Sometimes individuals make allegations about situations that are not bullying and harassment. The
accusation might be malicious in intent, or a person might not understand the definition of workplace
bullying and harassment. False accusations can have a negative effect on the accused and the
workplace overall. If, after an investigation, an accusation of bullying and harassment is found to be
false, an employer or supervisor should offer support to the accused.

Toward a respectful workplace

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