BULLYING Preventing the Bullying and Harassment of Gay Employees
Bullying and Harassment OHS Prevention Presented by: Alex Booth October 1, 2013
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Transcript of Bullying and Harassment OHS Prevention Presented by: Alex Booth October 1, 2013
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Employers’ Advisers Office
• Advice• Assistance• Education• Representation • No cost service
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WorkSafeBC Definition of Bullying & Harassment
• Includes any inappropriate conduct or comment by a person towards a work that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but…
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Definition of Bullying & Harassment
Excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.
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Workers Compensation Act, Part 3• General health and safety obligations of workplace
parties include prevention of bullying and harassment:
• Section 115 – Employer Obligations • Section 116 – Worker Obligations• Section 117 – Supervisor Obligations
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Concurrent Obligations
•Discriminatory Actions under WCA•Human Rights•Labour Relations•Court System – wrongful dismissal cases
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Policy D3-115-2 Employer Duties
• Reasonable steps must be taken to address the hazard
• How? What does compliance look like?
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Policy D3-115-2 Employer Duties
• Policy Statement• Prevent/Minimize Bullying and
Harassment• Procedures – Reporting/Investigating• Training – Supervisors and Workers• Annual Review of Policy and Procedures
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Policy D3-116-1 Worker Duties
• Not to engage in bullying and harassment• Report if observed or experienced• Comply with employer’s policies/procedures
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Policy D3-117-2 Supervisor Duties
• Not to engage in bullying and harassment• Comply with employer’s policies/procedures• Investigating and taking corrective action
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Policy Statement
•Complimentary to OSH Program Policy•Zero tolerance for Bullying and Harassment•Macro level statements
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Reporting
•Establish protocols•Clear methods•Consider conflict of interest
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Investigations Procedure
• How and when they will be conducted• What should be included• Roles and responsibilities of all parties• Follow-up – including correction actions• Documentation
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Training
• Workers and Supervisors• General Training• Specific Training
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Annual Review
• Policy Statement• Reporting Procedures• Investigation Procedures• Preventative Steps taken
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Scenario A
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Upcoming Resources
•WorkSafeBC Bullying and Harassment Toolkit•Workers Compensation Act Guideline
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Question
Where else is this likely to show up?
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MHCU ClaimsTop Subsectors: July 1, 2012 – June 30, 2013Subsector Count Percent
Health Care and Social Assistance 615 26.75% Transportation and Related Services 258 11.22% Accommodation, Food, and Leisure Service 194 8.44%
Retail 191 8.31% Education 135 5.87% Public Administration 130 5.65% Business Services 108 4.70% Other Services (not elsewhere specified) 94 4.09% Deposit Sector 11 (formerly Class 13) 79 3.44% General Construction 62 2.70% Wood and Paper Products 50 2.17% Professional, Scientific, & Tech Service 42 1.83% Metal and Non-Metallic Mineral Products 41 1.78%
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Key Changes – Bill 14
• “Mental Stress” now “Mental Disorder”• Traumatic events and gradual onset stress• Predominant cause test • Bullying and harassment • Diagnosis by psychiatrist or psychologist
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Policy C3-13.00A. DSM Diagnosis
B. Event(s) or Stressor(s)
C. Traumatic Event(s) or Significant Stressor(s)
D. Causation
E. Exclusions
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A. DSM Diagnosis
• DSM diagnosis by a psychiatrist or psychologist• Psychiatrist or psychologist may be appointed• All relevant medical evidence considered
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B. Event(s) or Stressor(s)
• Must be identifiable• Worker’s subjective statements considered• Must be verifiable
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C. Traumatic Event(s)
• An emotionally shocking event• Generally unusual and distinct• Daily exposure not precluded• Usually witnessed first-hand• Reaction typically immediate but may be delayed• Excessive in intensity and/or duration
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C. Significant Stressor(s)
• Excessive in intensity and/or duration• May include:
– bullying and harassment– interpersonal conflicts if threatening or
abusive
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D. Causation
(i) Traumatic Event(s)• Two-part test:
– Arising out of and in the course of employment
– Event(s) are of “causative significance”
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D. Causation
(ii) Significant Stressor Causation• Two-part test:
– arising out of and in the course of employment
– “predominant cause” of the mental disorder
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D. Causation
(iii) Aggravation of Pre-existing Mental Disorders• Reviewed by WorkSafeBC• Causation tests apply
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E. Exclusions
• Business decisions regarding employment • Policy provides guidance and examples
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Psychological Impairment Arising from Physical Injury
• Section 5 applies• RSCM Policy C3-22.30• Compensable if consequence • No need for DSM diagnosis• No need for psychiatrist or psychologist
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Claim Adjudication
• Centralized Richmond Team• Clinical Services• Return to Work/ Vocational Rehab• Investigative Support
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Employer’s Rights
• Investigation• Communication with worker • Participate in Claim/Take a Position• Assist with Return to Work• Review/Appeal
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How the EAO can help?(Claims, Assessment and Prevention)
• Advice and assistance • Representation• Education