Workplace Bullying and Harassment Reporting Procedure
This document establishes a clear, confidential, and compliant process for reporting and addressing workplace bullying and harassment. It aligns with WorkSafeBC, OSHA, and CSA Z1003 standards for psychological health and safety in the workplace.
Workplace bullying and harassment undermines employee well-being, productivity, and safety culture. This policy outlines the mandatory reporting procedure for all employees, contractors, and volunteers. It ensures that every complaint is taken seriously, investigated promptly, and resolved without retaliation. The procedure supports a psychologically safe environment as required under the Workers Compensation Act (Part 5, Div. 5) and aligns with the CSA Z1003 standard for psychological health and safety in the workplace.
This policy applies to all employees (including management, supervisors, and temporary staff), contractors, subcontractors, and volunteers at every company worksite, office, remote location, and during off-site events. It covers behavior that occurs during work hours, at work-related functions, through digital communication (email, instant messages, video calls), and in any context where a power imbalance or toxic dynamic may impact workplace safety.
- Bullying & Harassment Defined: Includes any unwelcome conduct, comment, display, action, or gesture that offends, humiliates, or intimidates, and that a reasonable person should know would cause harm. This includes cyber-bullying and micro‑aggressions.
- Prohibited Conduct: Threatening behaviour, verbal abuse, degradation, spreading malicious rumours, persistent unjustified criticism, sabotaging work, and any form of retaliation against those who report incidents.
- Reporting Channels: All reports must be submitted via one of three channels: (1) direct to immediate supervisor, (2) to the Human Resources department, or (3) through the anonymous SafeDesk digital reporting portal.
- No Retaliation: Retaliation against any person who makes a good‑faith report is strictly prohibited and will result in disciplinary action up to and including termination.
- Investigation Timeline: All formal complaints must be acknowledged within 48 hours, investigated within 14 business days, and a resolution communicated within 30 days. Investigations will be impartial and conducted by trained personnel or external investigators.
- Senior Management: Endorse the policy, allocate resources for training and investigation, and model respectful behaviour.
- HR Department: Administer the reporting system, manage confidential records, train investigators, and ensure regulatory compliance.
- Supervisors & Team Leads: Recognize warning signs, receive initial reports, refer to HR, and protect complainants from retaliation.
- All Employees: Report observed or experienced bullying/harassment immediately; cooperate fully with investigations; refrain from gossip and retaliation.