Workplace bullying and harassment can appear in many forms, and a worker is considered to be experiencing bullying and harassment when someone engages in behavior that they knew or reasonably should have known would cause humiliation or intimidation. It’s important to recognize that reasonable management actions, when carried out fairly and respectfully, do not constitute bullying or harassment.
As part of your Occupational Health and Safety (OHS) management system, there’s a lot to consider when creating policies and procedures related to workplace bullying and harassment. Check out our templates and resources, created with social service workers in mind, to help your process.
Program Builder: Bullying and Harassment Program Template
Program Builder: WorkSafeBC Bullying and Harassment
Program Builder: WSBC Developing a B&H Policy Statement
Program Builder: WSBC B&H Investigation Guide
WorkSafeBC Requirements
While there is no specific provision under the Workers Compensation Act or Occupational Health and Safety Regulation that defines bullying and harassment, WorkSafeBC has issued policy guidance on this issue. Learn more:
Train your managers and supervisors on responding and investigating bullying and harassment.
What Employers Need to Know
Identifying Behaviour
Examples of behavior that may be considered bullying and harassment include
- Verbal abuse or insults
- Derogatory name-calling
- Harmful hazing or initiation rituals
- Damaging or vandalizing personal property
- Spreading malicious or harmful rumours
If not addressed, these actions can result in reduced productivity and contribute to serious mental health issues, including anxiety and depression.
Policies and Procedures
- Employers must establish a written policy that defines bullying and harassment and outlines the roles and responsibilities of all employees in the workplace.
- Employers are responsible for developing workplace bullying and harassment procedures and ensuring they are consistently followed and enforced.
- Employers must have procedures for responding to reports or incidents of bullying and harassment that provide a clear, timely, and fair process, ensure a reasonable response, and aim to prevent future incidents. Procedures must include:
- How and when investigations will be conducted
- What will be included in the investigation
- Roles and responsibilities of employers, supervisors, workers, and others (e.g., investigators, witnesses, union representatives)
- Follow-up after the investigation, including corrective actions, timelines, and support for affected individuals
- How investigation findings will be documented and records maintained
Training and Collaboration
- Staff must be trained to recognize bullying, harassment, and inappropriate conduct, and to how to report concerns respectfully and effectively.
- Workers are required to cooperate in investigations and provide information about any incidents they have experienced or witnessed.
- Bullying and harassment programs should be reviewed at least annually or when significant workplace changes occur, with input from the Joint Occupational Health and Safety Committee (JOHSC) or worker health and safety representative.
Best Practices
Take Complaints Seriously
- Communicate zero tolerance for disrespectful, bullying, racist or harassing behavior.
- Track and analyze complaint and incident data to identify trends and problem areas, and take preventative action.
- Ensure investigation procedures are fair, timely, and conducted by trained personnel.
Lead by Example
- Lead by example and ensure that leaders and supervisors model respectful behavior at all times.
- Provide training for managers and supervisors on how to respond to complaints.
- Regularly remind staff of behavior expectations and workplace conduct policies. Check in regularly with employees to identify issues before they escalate.
Communicate Process and Supports
- Clearly describe how complaints will be received, investigated, and resolved.
- Provide confidential and easily accessible reporting options, encourage early reporting, and support informal resolution of concerns where appropriate.
- Involve employees in shaping workplace culture and identifying solutions to prevent harassment.
- Foster open dialogue and support psychological safety in the workplace.
- Offer support resources such as employee assistance programs (EAPs) or mental health services.
- Ensure protection from retaliation for anyone who reports concerns in good faith.
Disclaimer: This resource is intended to help community social service organizations understand the requirements of different aspects developing of health and safety programs. It provides information on key concepts and directs users to relevant resources. The content above is not a substitute for professional legal advice. Please refer to the included links or consult official legislation and resources for current and accurate information.