How to Recognize Workplace Bullying and Harassment
How to recognize Workplace bullying and harassment
The Workers Compensation Act explains the rights and responsibilities of employers and workers as they relate to workplace health and safety. These obligations include preventing and addressing workplace bullying and harassment, as outlined in WorkSafeBC’s Occupational Health and Safety (OHS) policies D3-115-2, D3-116-1, D3-117-2. Under these OHS policies, employers must train supervisors and workers to recognize the potential for bullying and harassment in the workplace.
Examples of bullying and harassment Definition Not all inappropriate, offensive, or disrespectful WorkSafeBC’s OHS policies use the conduct is bullying and harassment. The phrase “bullying and harassment” as a behaviour must be humiliating or intimidating single term, which: to be considered bullying and harassment. The (a) includes any inappropriate conduct following are some examples of behaviour or or comment by a person towards comments that might suggest bullying and a worker that the person knew or harassment is taking place: reasonably ought to have known • verbal aggression or insults; calling someone would cause that worker to be derogatory names humiliated or intimidated, but • vandalizing personal belongings (b) excludes any reasonable action taken • sabotaging someone’s work by an employer or supervisor relating to the management and direction of • spreading malicious gossip or rumours workers or the place of employment. • engaging in harmful or offensive initiation practices
Intent does not determine whether the behaviour • physical or verbal threats (this could also is bullying and harassment. A person cannot constitute “violence” or “improper activity or excuse their behaviour by saying he or she did behaviour” under the Occupational Health and not intend it to be humiliating or intimidating. Safety Regulation) • making personal attacks based on someone’s private life and/or personal traits • making aggressive or threatening gestures
Page 1 of 2 This is not a complete list. Other, more subtle • expressing differences of opinion behaviours, such as patterns of targeted social • offering constructive feedback, guidance, isolation, might also be considered bullying and or advice about work-related behaviour harassment if they’re humiliating or intimidating, and performance and they fit the definition of bullying and harassment set out in the OHS policies. When • making a legitimate complaint about someone’s assessing a situation to determine if bullying conduct through established procedures and harassment is taking place, always consider Bullying and harassment should not be confused the context. with exercising managerial authority. Examples of If workers believe a bullying and harassment reasonable management action might include incident has occurred, they must report it. decisions relating to the following: For guidance or more information, talk to a • job duties or the work to be performed manager, a Human Resources representative, • workloads and deadlines or a union representative. To report a complaint, workers should also review and follow their • layoffs, transfers, promotions, and reorganizations employer’s procedures on reporting workplace • work instructions, supervision, or feedback bullying and harassment. • work evaluation What is not bullying and harassment? • performance management • discipline, suspensions, or terminations Not every unpleasant interaction, instance of When it’s provided in a respectful manner, disrespectful behaviour, or workplace conflict appropriate feedback to help staff improve is considered bullying and harassment. Examples performance or behaviour is not bullying and of behaviours that may not be bullying and harassment. However, managers and supervisors harassment, if undertaken in an appropriate should ensure performance problems are identified manner, include: and addressed in a constructive, objective way that does not humiliate or intimidate.
Resources and additional information
WorkSafeBC prevention information line Employers’ Advisers Office Workers’ Advisers Office 1.888.621.7233 www.labour.gov.bc.ca/eao/ www.labour.gov.bc.ca/wab/
WorkSafeBC has created a package of tools and resources to help workplace parties prevent and address workplace bullying and harassment. Access the online tool kit and OHS policies at www.worksafebc.com/bullying.
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