Download
1 / 15
150 likes | 258 Vues
This training module focuses on workplace bullying and harassment, educating workers on their definitions, types, and legal obligations. Participants will learn how to identify inappropriate conduct, understand what does not constitute bullying or harassment, and recognize the responsibilities of employers and supervisors. The module also covers essential steps for addressing risk, documenting incidents, and maintaining a safe work environment. By shedding light on critical statistics and legal obligations under recent legislation, we aim to foster a culture of respect and accountability in the workplace.
E N D
Violence in the WorkplaceWorker Training Module 8 Worker Focused Safety Program
Module 8Bullying / Harassment Worker Focused Safety Program
What this module will cover • Definition • Types • Legal • What is NOT Bullying/Harassment • Addressing Risk • Conclusion
Definition • The proposed WSBC definition of bullying and harassment is as follows: • (a) includes any inappropriate vexatious 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, offended 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.
Types of Bullying • Some common examples include: • Verbal / Physical (may be threats of harm) • Discrimination (e.g. racial, cultural, gender) • Inappropriate sexual advances/comments • Denigration • Whistleblower attacks • Micro-management / Career Sabotage
Some Interesting Statistics • 58% of bullies are female • 84% of bullied employees are female • 13% of bullies are punished or terminated • 46% are targeted because they are ethical • 49% are targeted because they are nice • 39% are targeted because it was just their turn
Legal Obligations • Bill 14 – Anti-Bulling Legislation for the Workplace. • Bulling and Harassment are not yet defined WorkSafeBC in the legislation or compensation policy. • Scope of claims will evolve through adjudication and challenges to decisions and will help develop policy direction.
Legal Obligations • OH&S Policy will fall under: • S 115(a) – general duties of employers • S 116 (1) (a) Requiring workers to take reasonable care to protect the health and safety of themselves and others; and • S 117 (1) (a) supervisors must ensure the health and safety of workers under their direct supervision.
What is NOT Harassment • Bill 14 is very clear on what is not harassment or bullying under the act – it is NOT: • Interpersonal conflict or interpersonal relations; • Unless threatening or abusive • Legitimate exercise of managements rights • any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment
Address the Risk • When you learn of Bulling or Harassing behaviour – give the complainant the Bullying / Harassment Incident log to insure capture of critical data needed to start an investigation • Second is to contact HR / OH&S
Eliminate or Minimize Risk • If there is an imminent threat of violence the Administrator will: • Contact the police immediately. • Take steps to eliminate or minimize the risk to workers — for example, secure the premises. • When non-imminent threats exist, employers must establish procedures, and practices to address the risk
Instructing Workers • There is no duty to inform all workers • A balance must be struck between the obligation to inform and worker confidentiality
Response • If a worker is subjected to bullying or harassing behaviour the administrator must advise her/him of their right to consult with a physician of their choosing
Summary • SD61 takes all forms of bullying and harassment seriously, including criminal harassment (stalking) • Acts of bullying, harassing and ignoring plans developed to stop the activity may in fact be crimes and may be reported to the police
