Understanding Workplace Harassment and Bullying Training
In this workplace training session, participants will learn about bullying, harassment, and discriminatory behavior in the workplace. The session covers the definition of bullying and harassment, the laws and policies in place, respective roles and responsibilities, reporting procedures, and examples of such behaviors. It also delves into discriminatory harassment based on prohibited grounds, including race, religion, sexual orientation, and more. Additionally, the concept of sexual harassment is explained in detail, highlighting behaviors that can be considered offensive or humiliating. The session aims to create awareness and promote a respectful work environment.
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Presentation Transcript
Respectful Workplace Training LEARNING, GROWING, BELONGING TOGETHER
Session Objectives To understand: What bullying & harassment is & what it is not What the law on topic & district policy require Respective Roles & Responsibilities Reporting procedures
What is Bullying & Harassment? When a person takes action that they knew or reasonably ought to have known, would cause another employee to be humiliated or intimidated. The action could be any unwelcome behavior, comment or gesture, overt or subtle, that is likely to demean, humiliate, intimidate, or offend an individual There is no legitimate work-related purpose behind the action
What is Discriminatory Harassment or Bullying? The adverse treatment of an individual or group, whether intentional or not related to a prohibited ground of discrimination under the British Columbia Human Rights Code: Prohibited Grounds include: Race, Colour Ancestry, Place of Origin Political Belief, Religion Marital Status, Family Status Physical or mental disability Sex, Sexual Orientation, Gender Identity or Expression Age Conviction of a criminal or summary conviction offence (unrelated to employment)
Examples may include: Cartoons or other visual displays of objects, pictures or posters that depict persons in a derogatory way Verbal or written insults, slurs, jokes about a person, personal attacks Sabotaging work/ hiding tools Exclusion or social isolation Spreading malicious rumours/ cyber bullying Purposely withholding vital information Excessive micro-managing of work
What is Sexual Harassment? Any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation to an employee Perceived by employee that there is a condition of a sexual nature placed on their employment or for a training opportunity or promotion
Examples may include: Making sexual comments about a person s appearance, body or clothing Sending inappropriate messages via text, email or social media Asking someone about their romantic or sexual history Making inappropriate sexual gestures, remarks or facial expressions Sharing offensive or pornographic imagery Telling lewd jokes or sharing stories about sexual experiences Making insulting comments about someone s gender identify or sexual orientation
Who? Where? Harassment can come from co-workers, supervisors, employers, external sources Can come in the form of electronic communications (text, email, social media) Can occur at the worksite or during off site interactions
What isnotBullying & Harassment? Expressing differences of opinion Offering constructive feedback Making a legitimate complaint about another worker s conduct Reasonable management action, including decisions about: Job duties and work to be performed Workloads and deadlines Layoffs, transfers, promotions and reorganizations Work instruction, supervision, or feedback Performance management Discipline, suspensions, terminations
Dealing with Incidents or Complaints Investigations that fall within the scope of the definitions of discrimination or bullying and harassment will be investigated. The Director of HR will appoint an investigator, who may be internal or external Investigations shall be fair, impartial and undertaken promptly. All investigation information is treated as confidential
Harassment can be Unintential Lack of intent to harass or bully is NOT a defense. The perception of the person who is the subject of the unwelcome behavior is important.
District District Policy/Procedure 420 Policy/Procedure 420 Workplace Harassment and Discrimination Workplace Harassment and Discrimination The Board of Education recognizes its obligation to provide work environments where individuals are treated with respect and dignity, free from harassment or bullying. The District s Administrative Procedure 420 Respectful Workplaces outlines the process, responsibilities and reporting procedures. Workers MUST report if bullying or harassment is observed or experienced The Board MUST investigate all reports
SD #27 Reporting Procedures Employees are encouraged to bring their complaint to the attention of the person responsible for the conduct. There may be times when the person, who ought to have known, didn't realize their conduct had an impact on the other person and through discussion the issue can be resolved. If the employee is not comfortable or the conflict is too difficult: Fill out the District Respectful Workplace Complaint Form Submit the complaint form to your supervisor or the Director of Human Resources.
What MUST Workers Do? What MUST Workers Do? Report if you observe or experience bullying and harassment NOT engage in workplace bullying and harassment Apply and comply with workplace policies and procedures
What MUST Supervisors Do? NOT engage in workplace bullying and harassment Apply and comply with workplace policies and procedures
Review Harassment and Bullying will not be tolerated It is an expectation that all workers will treat each other in a professional, respectful manner If you experience and or witness harassment and bullying, you MUST report it Legal requirement to report through WorkSafe BC
Please direct any questions to Director of HR or the Assistant Superintendent.
