Office Bullying and Harassment Policy Volume Nov 2013 | Page 59

OHS policies — workplace bullying and harassment
The following duties are copied from WorkSafeBC’s OHS policies on workplace bullying and
harassment. These may change from time to time. For the most up-to-date language, visit
www.worksafebc.com/bullying.

Definition — bullying and harassment
(a)

includes any inappropriate conduct or comment by a person towards a worker that the person
knew or reasonably ought to have known would cause that worker to be humiliated or intimidated,
but

(b)

excludes any reasonable action taken by an employer or supervisor relating to the management
and direction of workers or the place of employment.

Employer duties — D3-115-2
Reasonable Steps to Address the Hazard
WorkSafeBC considers that reasonable steps by an employer to prevent where possible, or otherwise minimize,
workplace bullying and harassment include the following:
(a) developing a policy statement with respect to workplace bullying and harassment not being
acceptable or tolerated;
(b) taking steps to prevent where possible, or otherwise minimize, workplace bullying and harassment;
(c) developing and implementing procedures for workers to report incidents or complaints of workplace bullying and
harassment including how, when and to whom a worker should report incidents or complaints. Included must be
procedures for a worker to report if the employer, supervisor or person acting on behalf of the employer, is the
alleged bully and harasser;
(d) developing and implementing procedures for how the employer will deal with incidents or complaints of
workplace bullying and harassment including:
i.

how and when investigations will be conducted;

ii.

what will be included in the investigation;

iii.

roles and responsibilities of employers, supervisors, workers and others;

iv.

follow-up to the investigation (description of corrective actions, timeframe, dealing with
adverse symptoms, etc.); and
record keeping requirements;

v.

(e) informing workers of the policy statement in (a) and the steps taken in (b);
(f)

training supervisors and workers on:
i.

recognizing the potential for bullying and harassment;

ii.

responding to bullying and harassment; and

iii.

procedures for reporting, and how the employer will deal with incidents or complaints of bullying and
harassment in (c) and (d) respectively;

Toward a respectful workplace

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