Risk Management Services

www.riskmanagement.ubc.ca

Toward a Respectful Workplace

Preventing and Addressing Workplace Bullying & Harassment

Overview & Objectives

Objectives

Define Workplace Bullying & Harassment (WB&H)

Identify the impact the WB&H has on the workplace

How to recognize and respond to WB&H

Learn the responsibilities of employers, supervisors and workers

For additional resources and information, visit WorkSafeBC.com/bullying

Overview

• Effective November 2013, BC’s Workers Compensation Act passed policies on preventing and addressing Workplace Bullying & Harassment - Workers’ Compensation Act G-D3-115(1)-3

Respectful Work Environment

At UBC, we strive to provide a safe, respectful and productive work environment for our faculty, staff and student employees.

Bullying or harassment is objectionable and unwanted behaviour that is verbally or physically abusive and creates a hostile or intimidating environment for working, learning or living.

Bullying or harassment is not acceptable and will not be tolerated at UBC.

Discrimination & Harassment - UBC Policy #3

Bullying & harassment under the Worksafe BC policy is separate from discriminatory based harassment covered under the Discrimination & Harassment Policy #3

• At UBC we distinguish discriminatory harassment based on the 13 protected grounds in the BC Human Rights Code and UBC Policy #3 (e.g. based on a person’s race, gender, religion, etc…)

• Complaints related to discriminatory harassment are managed through the Equity & Inclusion Office at 604-822-6353 (Vancouver) or 250-807-9291 (Okanagan)

What is Bullying & Harassment?

…Any inappropriate conduct or comment by a person towards a worker that the person knew or ought to have known would cause the worker to be humiliated or intimidated The workplace could include but is not limited to: • business trips and/or conferences

• work related parties & social events

A person can include the employer, a supervisor, a co-worker, a customer or the general public

What is Bullying & Harassment? Inappropriate Workplace Behaviour

Please watch this video

Are You Experiencing Bullying & Harassment?

Bullying & Harassing behaviour may include:

• Verbal aggression or name-calling

• Belittling with actions such as rolling eyes or making inappropriate gestures

• Gossiping or spreading malicious rumours

• Vandalizing belongings or workstations

• Withholding information required for safe and/or effective work

• Deliberately excluding someone from workplace activities

• Bullying through email, texts or social media

Identifying a Bullying & Harassment Complaint

Please watch this video

What is not Bullying & Harassment?

…any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment

• Expressing differences of opinion

• Offering constructive feedback or advice about work

• Making a legitimate complaint about another worker’s inappropriate conduct

• Reasonable management action including:

• Job duties and work to be performed

• Workloads and deadlines

• Layoffs, transfers, promotions, and reorganizations

• Work instruction, supervision, or feedback

• Work evaluation

• Discipline, suspensions, or terminations

When provided in a respectful manner, feedback to help staff improve performance of behaviour is not bullying & harassment

Is this Bullying & Harassment?

At the morning meeting your manager yells at you in front of all your co-workers

Is this workplace bullying or harassment?

Yes or No

Is this Bullying & Harassment?

At the morning meeting your manager yells at you in front of all your co-workers

Is this workplace bullying or harassment?

Yes or No

Is this Bullying & Harassment?

Is this workplace bullying or harassment?

Yes or No

Your manager speaks to you about continuing to arrive late for work and

indicates that there could be consequences if there is no immediate improvement

Is this Bullying & Harassment?

Is this workplace bullying or harassment?

Yes or No

Your manager speaks to you about continuing to arrive late for work and

indicates that there could be consequences if there is no immediate improvement

Why a Respectful Workplace Matters

Bullying & harassment has negative effects on the individual, other workers, and the overall workplace

• Distracted concentration for workers performing higher risk tasks

• Physical and/or psychological injury

• Lower productivity and morale

• Higher absenteeism

• Higher turnover of faculty/staff

• Higher levels of client dissatisfaction

Contribute to a Workplace Free of Bullying & Harassment

UBC (Employer) – Workers Comp Act Sec. 115

• Have a workplace policy statement

• Prevent or minimize bullying and harassment

• Develop and implement reporting procedures

• Develop and implement procedures for dealing with / investigating incidents or complaints

• Train workers and supervisors

• Perform an annual review of the bullying & harassment policy statement and procedures

Contribute to a Workplace Free of Bullying & Harassment

Faculty, Staff & Student Workers – Workers Comp Act Sec. 116

• Apply and comply with UBC’s policy and procedures on bullying and harassment

• Provide leadership by not engaging in bullying & harassment of other workers, supervisors, employer or the community we serve

• Report bullying and harassment if observed or experienced in the workplace

Contribute to a Workplace Free of Bullying & Harassment

Heads, Managers & Supervisor – Workers Comp Act Sec. 117

• Ensure the health & safety of all workers under your supervision

• Apply and comply with UBC’s policies and procedures on bullying & harassment

• Provide leadership by not engaging in bullying and harassment of others

• Ensure that your staff do not bully and harass others

• Receive complaints from staff regarding workplace bullying & harassment and report the information to management for investigation

Addressing a Bullying & Harassment Complaint

Please watch this video

If You Experience Bullying & Harassment

• Stay calm and do not retaliate

• If you are comfortable approaching the person, tell them what you felt was inappropriate and how it made you feel

• Make it clear that the behaviour is unwanted and unacceptable

• Keep detailed records of what happened (places, people, dates, times, witnesses and what was said or done)

• Keep all electronic communications including emails, text messages, voice messages, etc…

• Report the incident and outcome to your supervisor/manager

If You Experience Bullying & Harassment

• If you are not comfortable approaching the person or if the unwelcome behaviour continues, contact your supervisor for support

• If you believe that your supervisor is bullying & harassing you, contact your administrative head of unit, Union/Association, or Human Resources Advisor

• Seek support for your well-being. Employee Family Assistance Plan (EFAP) is available at no cost to most workers

If You Witness Bullying & Harassment

• You have a legal obligation to report any bullying & harassing behaviour that you witness in the workplace

• Don’t be a by-stander, support the person being bullied or harassed by telling the person who is bullying and harassing that his or her behaviour is not appropriate

• Keep a written record of the bullying behaviour that you witnessed

• Report the information to your supervisor/manager

Dealing with Incidents or Complaints

• Listen to the complaint with empathy and openness

• Ask pertinent question to seek further details of the incident

• Take notes and forward to your supervisor

• Consult with your supervisor and your HR Advisor

• Take action according to the situation:

• document of the incident

• meet with the relevant parties

• report to another supervisor (if person does not report to you)

• investigate to determine all the facts

• use external investigators in very complex situations

Supervisor/Management Responsibility

Follow Up with Incidents or Complaints

• If the behaviour was addressed at the time of the incident and the person reporting the incident is satisfied with the outcome, no further action or investigation is required

• If both parties are in your area of responsibility, you may meet with the person alleged to have exhibited bullying or harassing behaviour to hear their input and to review expectations of respectful behaviour

• If the person alleged to have exhibited bullying or harassing behaviour is in another area, contact their supervisor to report the incident for follow up by that supervisor

• If further action is warranted, consult with your HR Advisor to ensure that best practices or provisions of the collective agreement are followed

Supervisor/Management Responsibility

Resources

• www.bullyingandharassment.ubc.ca • www.worksafebc.com/bullying • UBC Policy #3 • UBC Respectful Environment Statement