Risk Management Services

Transcription

1 Risk Management Services

2 Toward a Respectful Workplace Preventing and Addressing Workplace Bullying & Harassment

3 Overview Overview & Objectives 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 For additional resources and information, visit WorkSafeBC.com/bullying 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

4 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.

5 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 (Vancouver) or (Okanagan)

6 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

7 What is Bullying & Harassment? Inappropriate Workplace Behaviour Please watch this video

8 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 , texts or social media

9 Identifying a Bullying & Harassment Complaint Please watch this video

10 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

11 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

12 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

13 Is this Bullying & Harassment? 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 workplace bullying or harassment? Yes or No

14 Is this Bullying & Harassment? 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 workplace bullying or harassment? Yes or No

15 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

16 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

17 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

18 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

19 Addressing a Bullying & Harassment Complaint Please watch this video

20 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 s, text messages, voice messages, etc Report the incident and outcome to your supervisor/manager

21 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

22 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

23 Dealing with Incidents or Complaints Supervisor/Management Responsibility 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

24 Follow Up with Incidents or Complaints Supervisor/Management Responsibility 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

25 Resources UBC Policy #3 UBC Respectful Environment Statement

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