Managing employee conduct issues is one of the most difficult tasks that managers face. When those issues fall under WorkSafeBC legislation about Bullying and Harassment, the responsibilities on supervisors, managers and business owners is great. Being educated on this relatively new legislation will not only reduce the likelihood you will have to deal with a Bullying and Harassment complaint; it will also enable you to respond to an allegation in the best way possible so that you can mitigate the damage.
WorkSafeBC legislation regarding workplace bullying applies to all organizations in BC, whether they fall under the jurisdiction of BC Employment Standards or the Canada Labour Code. The Canada Labour Code has additional requirements that may be applicable to your organization. Be sure to know your obligations and be proactive.
In your workplace, employers and employees have responsibilities when it comes to dealing with bullying and harassment. Employers have an obligation to adequately communicate workplace expectations, conduct thorough investigations and properly train managers and employees. WorkSafeBC requirements state that employers must have a plan to prevent bullying and harassment, a process to address allegations of bullying and harassment in the workplace, and they must ensure the safety and well-being of workers. Employees are expected to take reasonable steps to protect their own health and safety while they are at work.
As an employer, you have an obligation to comply with WorkSafeBC regulations by doing the following:
1. Develop a bullying and harassment policy statement. Start with a solid definition of bullying and harassment, being sure to identify unacceptable behaviour.
2. Identify ways to prevent or minimize bullying and harassment from occurring.
3. Develop procedures for reporting incidents.
4. Develop procedures for how your organization will deal with a report of bullying and harassment.
5. Inform workers of the policy and reporting procedures.
6. Provide training to managers, supervisors and employees on bullying and harassment.
7. Conduct an annual review.
It is important that employers follow through with each step of this process and communicate effectively with all employees, including contractors. As part of your program, be sure to have your employees sign and date an acknowledgment that they have read and understood your bullying and harassment policy, and keep this document in their personnel file. Keep records of training that you provide for your supervisors and employees in addition to incident reports and investigations.
Addressing Bullying and Harassment in the workplace isn’t only about policy and regulation – it can make a difference to your organization’s bottom line. Studies have shown that the productivity of employees who are bullied at work can drop anywhere from 10% to 50% due to time spent defending themselves, networking for support and agonizing over their situation (Canada Safety Council). Add in the cost of absenteeism, sick time, low morale and staff turnover, plus the harm to your reputation, and the issue could cost your company significantly if left unchecked.
Malena Tutte, CHRP
HRG Human Resources Group (a division of MPC Consulting Ltd.)
2075 Henry Avenue West, Unit #23
Sidney, BC V8L 1T2
Email Malena
250-655-0474 x.231
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