The development of anti-bullying and harassment policies will involve some expense and administrative burden for employers. Adding to existing policies will help employers minimize such costs while ensuring compliance with the WorkSafe requirements. An assessment of existing workplace policies that relate to bullying and harassment should be the starting point for employers who want to ensure their current workplace policies and practices comply with the WorkSafe requirements.
WorkSafeBC defines workplace bullying and harassment as “any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably should have known would cause that worker to be humiliated or intimidated.” In British Columbia there are protections against workplace bullying and harassment. It is important that every worker, manager, and supervisor is aware of the law and policies on workplace bullying and harassment.
Despite the increasing awareness of harassment and bullying in the workplace, the incidence of psychological abuse is still substantial. According to a 2012 survey of more than 6,600 employees by Ipsos Reid, 70 per cent of Canadian employees report some concern related to psychological health and safety. The toll of this kind of harassment has on employees and employers cannot be underestimated.
The implementation of WorkSafeBC’s Occupational Health and Safety Policies on November 1, 2013 means that all employers in BC are now required to take “all reasonable steps” to ensure the health and safety of their workers in a workplace free from bullying and harassment. Here’s how.
CASL (Canadian Anti-Spam Legislation) comes into effect July 1st, 2014. This federal legislation is aimed at preventing the unsolicited sending of commercial electronic messages without the recipient giving prior consent. Here’s what that means, and how you can protect your organization.