Office Bullying and Harassment Policy Volume Nov 2013 | Page 47

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If Jenny blames Mei and is unwilling to make any changes to her own behaviour, it might be a sign
she intends to continue bullying Mei.

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If she’s being bullied and harassed, Mei has an obligation to report the incident and should follow
the facility’s reporting procedures.

What could the supervisor do?
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If the supervisor witnesses bullying behaviour, he or she should meet with Jenny and tell Jenny
her actions are against the facility’s bullying and harassment policy, and that such behaviour will
not be tolerated.

— The supervisor should tell Jenny the consequences of her actions — what will happen
if she does not change her behaviour.
— The supervisor might help Jenny modify her behaviour by sending her for training or coaching,
so that Jenny’s behaviour does not conflict with the facility’s policy on workplace bullying and
harassment.
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If the supervisor hears about Jenny’s behaviour from another worker or patient, but does
not witness the behaviour, the complaint must be investigated according to the facility’s
procedures.
— The supervisor should tell Mei he or she will talk to Jenny about the behaviour and conduct an
investigation.
— The supervisor should share the results of the investigation with both Jenny and Mei, in
addition to reviewing the facility’s bullying and harassment policy statement with Jenny.
— The supervisor should be clear about the consequences of Jenny’s actions, and that
retaliation will not be tolerated. The supervisor should follow through with the
consequences they have discussed.

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If Jenny’s behaviour does not change, the supervisor should follow up again, based on the
consequences they have discussed.

Toward a respectful workplace

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