New Workplace Safety and Health regulations requiring employers to prevent bullying, intimidation and other forms of psychological harassment took effect in Manitoba today.
Winnipeg (2 February 2011) - The National Union calls on employers to be proactive about preventing psychological harassment in their workplaces.
The duty of employers to prevent workplace harassment is also required in several other provinces, including Ontario, Québec and BC. And, arguably, where it’s not spelled out by law, the duty is implied under the “general duty” clause of your jurisdiction’s OHS Act.
One of the first things an employer must do to combat psychological harassment in the workplace is adopt a written Policy.
Although the Policy adopted must be tailored to each workplace, the items below are the elements a policy should list, including:
- A statement of management’s commitment to prevent and not tolerate psychological harassment in the workplace
- A definition of psychological harassment—including conduct that is not harassment;
- An explanation of how and where it may occur;
- A statement calling on workers to report incidents of harassment; and
- An indication of how complaints will be investigated and responded to.
The National Union of Public and General Employees (NUPGE) is one of Canada's largest labour organizations with over 340,000 members. Our mission is to improve the lives of working families and to build a stronger Canada by ensuring our common wealth is used for the common good. NUPGE