Information for Employees

How should Employees Address Incidents of Bullying or Harassment that occur in the workplace?

The first step in addressing bullying or harassing behaviour in the workplace is to calmly approach the alleged bully/harasser and inform them their behaviour is unwanted, unacceptable and contrary to University policy.  Insist that the offensive behaviour stop immediately.

If the unwelcome behaviour continues, the complainant should contact their immediate Supervisor or Department head to address the situation. Reports should be made as soon as possible after the incident to ensure it is investigated and addressed in a timely manner. 

If the Supervisor is the alleged bully/harasser, the complainant should contact the Department head, employee group representative, Human Resources Advisor or Academic Relations Advisor for assistance. 

Reports should be made as soon as possible after the incident to ensure it is investigated and addressed in a timely manner.  Written accounts of incidents should be maintained and submitted with any complaints and should include the following:

  • The date, time and what happened in as much detail as possible,
  • The names of witnesses,
  • The outcome of the event.

Keep copies of any letters, memos, e-mails, faxes, etc., received from the person.  A Worker Checklist is provided by WorkSafeBC  to assist employees in documenting instances of workplace bullying & harassment.

What if your Complaint is not Taken Seriously or is not Adequately Addressed?

If employees feel their complaints of workplace bullying & harassment have not been adequately addressed at the departmental level, the Workplace Bullying & Harassment Report form should be completed. 

The form asks for information about the affected employee, the alleged bully/harasser, and a detailed account of the alleged bullying and harassment behaviour and the actions taken by the department to address this behaviour. 

There will be no repercussions for pursuing a bullying and harassment complaint that is made in good faith.  The complaint will be kept confidential insofar as is possible within the confines of a fair and effective investigation.  Frivolous, vexatious, or malicious complaints of bullying and harassment may result in discipline.