BULLYING AND HARASSMENT TRAINING BC

BULLYING AND HARASSMENT TRAINING BC
ONLINE BULLYING AND HARASSMENT TRAINING BC

WHAT IS BULLYING AND HARASSMENT?
According to WorkSafeBC, and employee is bullied and harassed when someone takes an action that he or she knew or reasonably ought to have known would cause that worker to be humiliated or intimidated. When an employer or supervisor takes reasonable action to manage and direct workers, it is not sometimes considered bullying and harassment. Examples of behavior or comments that might constitute bullying and harassment include verbal aggression or insults, calling someone derogatory names, harmful hazing or initiation practices, vandalizing personal belongings, and spreading malicious rumors.

WHO NEEDS BULLYING AND HARASSMENT TRAINING IN BC?
All employees within your business including Supervisors must go through some form of formal Bullying and Harassment training as per WorkSafeBC regulations. This training course can be done in house or contracted through a third part provider. Online Bullying and Harassment training in BC is also acceptable by WorkSafeBC.

WHO PROVIDES BULLYING AND HARASSMENT TRAINING IN BC?
One of the most recognized training for Bullying and Harassment Training in BC can be viewed HERE. They offer the Bullying and Harassment training course for BC employers in both classroom version and online version.

WHAT CAN I DO IF I AM BEING BULLIED OR HARASSED IN THE WORKPLACE?
If you experience workplace bullying and harassment you must report it to your Supervisor immediately or JHSC members or Safety Representative. You should also:

• Find out about your workplace’s bullying and harassment policy and complaint procedures;
• Employers in BC are required by law to have a policy statement and complaint procedures on bullying and harassment. Find out about the policy and procedures in your workplace. Ask your employer, the human resources manager or your safety representative.

Make a record of what happened as soon as you can, write down what happened and record the following: who was involved, the date, time and place of the bullying and harassment, who if anyone saw it, and what was said and done. This information may be useful during an investigation. If you experience cyberbullying, keep hard copies of tweets, posts or emails for use in investigations.

Get some advice immediately. You can get advice about what to do from the contact person named in the workplace bullying and harassment procedures. As well your human resources manager or union representative can provide advice.

If you feel safe and comfortable, talk to the bully by approaching the bully and make it clear the behavior is not appropriate at the workplace.

Report the incident to the contact person named in the procedures. If the Supervisor or the contact person is the alleged bully, contact higher authorities within your company, such as your HR department. Include as much information as possible. For example:

• the names of everyone involved,
• the names of anyone who saw what happened,
• the location, date and time of the incident or incidents,
• details of what was said and what was done, and
• any other evidence you have such as emails, handwritten notes, photographs or damaged property.
• Report all criminal activity to the police, including physical threats, assaults, and criminal harassment such as stalking.

A worker who has experienced negative employment consequences, such as dismissal or demotion, as a result of reporting workplace bullying and harassment, may file a complaint of discriminatory action with WorkSafeBC. A worker who has a diagnosed mental disorder that is predominantly caused by a significant work-related stressor, such as workplace bullying and harassment, may submit a claim for compensation.

WHAT PROCEDURES SHOULD AN EMPLOYER FOLLOW IN THE WORKPLACE?
​Employers in BC must implement procedures for responding to reports or incidents of bullying and harassment. The procedures must ensure a reasonable response to the report or incident and aim to fully address the incident and ensure that bullying and harassment is prevented or minimized in the future. Developing and implementing procedures for how the employer will deal with incidents or reports of workplace bullying and harassment must include the following:
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• How and when investigations will be conducted;
• What will be included in the investigation;
• The roles and responsibilities of employers, supervisors, workers, and others (such as investigators, witnesses, or union representatives);
• Follow-up to the investigation (description of corrective actions, time frame, dealing with adverse symptoms, etc.);
• Record-keeping requirements;
• In addition to establishing procedures, employers are responsible for ensuring they are followed; and
• Workers are expected to cooperate with investigators and provide any details of acts of bullying or harassment they have experienced or witnessed.

WHAT HAPPENS IF WORKSAFEBC RECEIVES COMPLAINTS OF WORKPLACE BULLYING AND HARASSMENT IN BC?
WorkSafeBC’s role is to ensure that an employer has adequate policy, procedures, and training in place to address bullying and harassment. WorkSafeBC may also confirm whether or not an employer has conducted an investigation and followed its own procedures when responding to specific complaints of workplace bullying and harassment.

When WorkSafeBC receives a complaint from a worker, a prevention officer will contact the worker to ask whether the worker has reported the bullying and harassment to the employer, and how the employer responded to the compliant. The officer may contact the employer to ensure that there are adequate policies and procedures in place. 

WHAT YOU DO IF YOUR EMPLOYER OR SUPERVISOR IS BULLYING YOU?
An employer must have procedures for reporting bullying and harassment. These must include procedures for reporting when the employer, supervisor, or person acting on behalf of the employer is the alleged bully and harasser. If your employer does not have policies, procedures or training around workplace bullying and harassment, you may inform WorkSafeBC’s
toll-free prevention line at: 1.888.621.SAFE (7233).

DOES THE LAW APPLY ON CONSTRUCTION SITES OR MULTI-EMPLOYER SITES?
The OHS policies apply equally across all workplaces, regardless of sector or industry. Employers working at a multiple employer workplace must take steps to prevent or minimize bullying and harassment that might originate from workers of other employers and ensure its workers do not bully or harass the workers of other employers. The prime contractor at a multiple employer workplace must do everything that is reasonably practicable to establish and maintain a system or process to ensure compliance with occupational health and safety requirements. This includes maintaining a system for dealing with complaints of bullying and harassment between workers of different employers and ensuring employers comp