Safety Onboarding Test

Vision Mechanical Ltd. (the “Business”) is committed to the health, safety and wellbeing of its workers and of all individuals who enter its workplace. For the purposes of this policy, the terms “worker” and “workers” include any volunteers, trainees, and apprentices.

It is our policy to provide a safe work environment for all of our workers at all times by continuously promoting safe work practices, educating and training our workers regarding all applicable health and safety laws and best practices (including their specific duties and obligations under health and safety legislation), and regularly inspecting and evaluating our workplace in order to identify any existing or potential hazards so that they can be avoided, if not eliminated.

The duty to maintain a safe workplace is shared equally by all our workers. Supervisory personnel and members of our management are responsible for ensuring that our workers are aware of and carrying out their duties in accordance with all the health and safety policies and procedures that we have in place.

It is our goal to foster and maintain a culture of health and safety compliance within our Business so that workplace safety becomes an attitude that all our workers carry with them both on and off the job.

Our Safety Program will involve:

• Consistent review of current practices and changes required by holding monthly joint safety committee meetings
• Providing mechanical and physical safeguards to maximum extent possible.
• Training all employees with the necessary personal protective equipment and instruction for its use and care. Developing and enforcing safety and health rules that require employee cooperation as a condition of employment.
• Investigate every accident, promptly and thoroughly, and to correct the problem so there is no re-occurrence.
• Ensuring all subcontractors and their employees acknowledge the above and abide by these rules and regulations.

We recognize that the responsibilities for health and safety are shared:

• The employer accepts the responsibility for leadership of the Health & Safety Program, for its effectiveness and improvement, and for providing the safeguards required ensuring safe working conditions.
• Our supervisors and subcontractor supervisors are responsible for developing proper attitudes toward safety in themselves and in those they supervise, and for ensuring all operations are performed with the utmost regard for the safety of all personnel involved.
• Our employees and subcontractor employees are responsible for whole hearted, genuine cooperation with all rules and regulations, and for continually practicing safety while performing all duties.

ROLES AND RESPONSIBILITIES

All worksite parties are required to comply with the WCA and Regulation and cooperate with a person exercising a duty imposed under the WCA or Regulation. If a person has two or more functions under the WCA or Regulation (e.g., a person could be considered both a worker and a supervisor), the person shall meet the obligations of each function.

Employers

An employer is defined under the WCA as including every person having in their service under a contract of hiring or apprenticeship, written or oral, express or implied, a person engaged in work in or about an industry.

Employers shall ensure, as far as it is reasonably practicable to do so:

• the health, safety and welfare of their employees, subcontractor employees, and other persons at or in the vicinity of the work site who may be affected by hazards originating from the work site.
• that our employees are aware of their rights and duties, and
• are made aware of all known or reasonably foreseeable health or safety hazards to which they are likely to be exposed by their work;
• that none of the employer’s workers are subjected to or participate in harassment or violence at the work site;
• that the employer’s workers are supervised by a person who is competent; and is familiar with the work to be performed at the work site.
• that the employer establishes, consults and cooperates with the joint work site health and safety committee or the health and safety representative, as applicable;
• that health and safety concerns raised by workers, supervisors, and the joint work site health and safety committee or health and safety representative are resolved in a timely manner;
• we shall ensure that workers are adequately trained in all matters necessary to protect their health and safety, including before the worker begins performing a work activity; uses new equipment or performs new processes; or is moved to another area or work site.

Supervisory Personnel

A supervisor is any person who has charge of a work site or authority over a worker.
Supervisors shall:

• ensure the health and safety of all workers under the direct supervision of the supervisor;
• ensure that a worker under the supervisor’s supervision works in the manner and in accordance with the procedures and measures required.
• ensure that every worker under the supervisor’s supervision uses all hazard controls, and properly uses or wears personal protective equipment
• ensure that none of the workers under the supervisor’s supervision are subjected to or participate in harassment or violence at the work site;
• advise every worker under the supervisor’s supervision of all known or reasonably foreseeable hazards to health and safety in the area where the worker is performing work;
• report to the employer a concern about an unsafe or harmful work site act that occurs or has occurred or an unsafe or harmful work site condition that exists or has existed;
• consult and cooperate with the joint committee or worker health and safety representative for the workplace; and
• be knowledgeable about the WCA and Regulation applicable to the work being supervised.
• Set a good example

Workers

A worker is defined under the WCA as: a person who has entered into or works under a contract of service or apprenticeship, written or oral, express or implied, whether by way of manual labour or otherwise;

Workers shall, when engaged in an occupation:

• take reasonable care to protect their own health and safety and the health and safety of other persons who may be affected by the worker's acts or omissions at work;
• carry out his or her work in accordance with established safe work procedures;
• use or wear protective equipment, devices and clothing as required,
• not engage in horseplay or similar conduct that may endanger the worker or anyone on site
• ensure that they are not impaired by alcohol, drugs or other causes;
• report and correct any the absence of, or defect in any, protective equipment, device or clothing, or the existence of any other hazard likely to endanger the worker or any other person.
• cooperate and help the joint committee or worker health and safety representative for the workplace with safe practices and procedures; and
• set a good example

COMPANY RULES

• Consuming or being under the influence of alcohol or drugs on company premises, or on any job site is prohibited.
• Fighting, horseplay, practical jokes or otherwise interfering with other workers is prohibited.
• Theft, vandalism, or any other abuse or misuse of the company property is prohibited.
• All unsafe acts and conditions, including ‘no loss’ incidents, are to be reported to appropriate supervisors immediately and a W7 form must be completed.
• All incidents that result in damage or injury are to be reported to a supervisor immediately.
• First Aid treatment is to be obtained promptly for any injury.
• Steel-toed boots are to be work at all times on all job sites including residential.
• All work is to be carried out in accordance with appropriate safe work practices and the supervisors directions.
• Only tools in good repair, with all guards and safety devices in place, shall be used. Anything else must be tagged with Lock Out tag.
• Every worker shall keep his/her work area neat, clean and orderly.

Grounds for Dismissal

• Consuming or being under the influence or alcohol or drugs on company premises, or work site.
• Fighting, horseplay, practical jokes or otherwise interfering with other workers.
• Theft, vandalism, or any other abuse or misuse of company property.
• Possession of firearms on company premises or any work site.

*the safety information in this policy does o take precedence over the government OH&H legislation. All employees should be familiar with the OH&S Act and other applicable legislation.

PROGRESSIVE DISCIPLINE

If a worker’s conduct continues to fall short of acceptable standards, or if the worker commits a serious initial violation of the Business’s health and safety program, policies, procedures, and protocols, including this policy, as determined by management in its sole discretion, the management will initiate the Business’s progressive discipline policy, as explained in detail below.

Step One: Verbal Warning

The worker’s supervisor or a member of management shall meet privately with the worker to discuss his or her conduct and warn the worker that failure to correct his or her conduct could lead to further discipline up to and including immediate dismissal for cause. The supervisor or management representative shall discuss with the worker ways to bring about improvements in the worker’s conduct and health and safety compliance and schedule a follow-up interview date. If management determines that it is appropriate, the worker will be placed on a performance improvement plan with the aim of helping the worker correct his or her conduct.

Step Two: Written Warning

If a worker’s performance does not improve following Step One, then the worker will receive a written warning that his or her continued misconduct could lead to further disciplinary action up to and including dismissal. The worker’s supervisor or a member of management will again discuss with the worker ways to bring about improvements in the worker’s conduct and schedule a second follow-up interview date. If management determines that it is appropriate, the worker will be placed on a new or updated performance improvement plan with the aim of helping the worker correct his or her behaviour.

Step Three: Dismissal

If the worker’s misconduct continues after Step Two, then the worker may be dismissed for cause.

EXCEPTION FOR SERIOUS MISCONDUCT

The Business may elect to dismiss a worker prior to carrying out any or all of the steps set out in section above, if the Business determines, in its sole discretion, that a worker has engaged in serious misconduct, including engaging in conduct that presents a serious risk to the health and safety of other workers.

HAZARD REPORTING

For the purposes of this policy, a “hazard” means a situation, condition, or thing that may be dangerous to health and safety. A “near miss” is any unplanned event or incident that has the potential to cause, but does not actually result in, an injury to a worker, environmental or equipment damage, or an interruption to normal operations.

Hazard Assessment

A worker must:

• assess a work site and identify existing and potential hazards before work begins at the work site or prior to the construction of a new worksite;
• prepare a report of the results of the hazard assessment and methods used to control or eliminate the hazards identified;
• ensure that the date on which the hazard assessment is prepared or revised is recorded on it;
• ensure that the hazard assessment is repeated at reasonably practicable intervals, when a new work process is introduced, when a work process or operation changes, or before the construction of significant additions or alterations to a work site.

Hazard Elimination & Control

If an existing or potential hazard is identified during a hazard assessment, the employer must take measures to eliminate the hazard or, if elimination is not reasonably practicable, to control the hazard in accordance with the WCA and Regulation.

PROCEDURE FOR REPORTING UNSAFE WORK CONDITIONS

Workers

All hazards encountered by a worker must be reported to a supervisor or to a member
of management immediately.

The worker must then:

• fill out the Site Hazard Assessment in the Service M8 application
• Only notify a supervisor if the work is unable to continue due to the hazard

Supervisors and Management

Upon receiving a hazard reporting form, or upon becoming aware of a workplace hazard, whether reported or not, supervisors and members of management must:

• make recommendations regarding how to control the hazard and establish an action plan for carrying out those recommendations upon return to site;
• assign a member of management, or a supervisor, or both to implement the action plan and to ensure that the hazard is rectified;
• confirm completion and execution of the action plan;
• file and maintain a record of the hazard report;
• if applicable, submit the complete hazard report form and action plan to human resources and to the JHSC
• advise the worker who reported the hazard of the outcome of the report and action plan.

Role of the JHSC

The JHSC will monitor incidents of hazard reporting and make any recommendations to management that are deemed necessary.

Personal Protective Equipment Policy

If applicable, all workers must use suitable safety equipment at all times, including but not limited to safety glasses, protective footwear (e.g., steel toe boots), hard hats, hearing protection (e.g., noise cancelling ear muffs), flame retardant clothing, face shields, hand protection (e.g., gloves), weather-appropriate clothing, and reflective vests.
All workers will receive proper training regarding how to use any necessary protective equipment. If any worker is unsure how to properly use any protective equipment, they must notify their supervisor or a member of management immediately and must not perform any work until they have been properly instructed on how to use the equipment. Also, all workers must immediately report any defective or non-functional safety equipment to their supervisors or to a member of management. Failure to comply with our policy will lead to progressive disciplinary action or, depending on the severity of the situation, be grounds for immediate dismissal.

Please be advised that the Vision Mechanical Ltd Policy regarding your uniform which adheres to Worksafe BC compliance requires:

A clean, branded t-shirt. No cut off sleeves are permitted.

• Clean pants – these can be Carhart’s, jeans with no tears, or lighter pants in the summer. No shorts are allowed unless on a residential service call. Service tech’s must carry pants with them in case they need to attend a commercial site unexpectedly.
• CSA approved steel-toed boots for all job sites. We have booties to cover your boots for residential projects/calls.
• Safety glasses, gloves, a high-visibility vest, half respirator, and hard hat are required to be within reach of your toolbox or vehicle should they be required.

If a site requires MORE THAN the above requirements, then they MUST BE adhered to. The above are the MINIMUM requirements for all job sites.

Vision Mechanical Supplied:

• 2 pairs of clear plastic safety glasses
• ½ box 8mm gloves
• ½ box individually wrapped ear plugs
• 1 Hardhat
• 1-2 High Visibility Vest
• 1-2 Disposable Work Suit
• 1-5 lb ABC Fire Extinguisher
• 1 Basic First Aid Kit
• 2-4 Individual Emergency Eye Wash Vials
• Emergency Contact List
• 4-6 Lock-out tags
• 4 pairs of slip-on booties

Employee Supplied:

• 1 pair CSA Approved Steel Toe Boots, preferably with slip resistant sole
• 1 pair puncture proof work gloves
• 1 half respirator with P100 pucks for dust and particulates
• Uniform of clean work pants, no holes. Vision Mechanical t-shirt or clean long sleeve shirt. No shorts or running shoes ever permitted on commercial sites.

INCIDENT, ACCIDENT, AND INJURY REPORTING

Reporting Policy

All workers and staff must immediately report any workplace incident or accident, which includes a near miss on a project site, to a supervisor and to management so a W7 can be completed.

Incident and Accident Reporting Procedures & Action Plans

A Business must immediately notify the Workers Compensation Board (WorkSafeBC) of any accident that:

• resulted in serious injury to, or the death of, a worker;
• involved a major structural failure or collapse of a building, bridge, tower, crane, hoist, temporary construction support system, or excavation;
• involved the major release of a hazardous substance;
• involved a fire or explosion that had a potential for causing serious injury to a worker; or
• was an incident which is required to be reported according to the Regulation.

If an injury or incident referred to above occurs at a work site, if any other injury or any other incident resulted in requiring medical treatment, or if an incident occurred at a worksite and had the potential of causing serious injury to a person, then the prime contractor (or if there is no prime contractor, the employer) shall carry out a preliminary investigation. The preliminary investigation must:

• Identify any unsafe conditions, acts or procedures that significantly contributed to the incident, and if unsafe conditions, acts, or procedures are identified, then determine the corrective action necessary to prevent the recurrence of similar events;
• Ensure that a report of the preliminary investigation is prepared within 48 hours of the incident, provide to WorkSafeBC on request, and as soon as practicable after the report is completed, provide the report to the JHSC. If the employer takes corrective action, the employer must also prepare a report of the corrective action taken and provide the report to the JHSC.
• Immediately after completing a preliminary investigation, conduct a full investigation to determine the cause of the incident investigated, identify any unsafe conditions, acts, or procedures that significantly contributed to the incident, and determine the corrective action necessary to prevent recurrence of similar incidents.
• Following a full investigation, the employer, within 30 days of the incident, must prepare a report of the full investigation in accordance with the policies of the board of directors and submit the investigation report to WorkSafeBC. In addition, the report must be provided to the JHSC within 30 days of the incident. Following the full investigation, we will promptly undertake any corrective action determined necessary by the full investigation report.
• All investigations must be carried out by persons knowledgeable about the type of work involved and, if they are reasonably available, with the participation of the employer and a worker representative. Such participation includes but is not limited to viewing the scene of the incident with the persons carrying out the investigation and providing advice to persons carrying out the investigation.
• The employer must make every reasonable effort to have available for interview by a person conducting the investigation, or by an officer, all witnesses to the incident and any other persons whose presence might be necessary for a proper investigation of the incident.

ACCIDENTS AND INJURIES INVESTIGATION PROCEDURE

Workers

In the event of a workplace accident or injury as described above, a worker must:

• if a worker has been injured, seek out, or assist with seeking out, immediate medical assistance, such as by dialling “9-1-1”;
• immediately notify, or help notify, a supervisor, a member of management, or a JHSC member;
• cooperate fully and assist with securing the incident scene;
• cooperate fully and assist with any investigation into the incident;
• refrain from tampering in any way with any evidence or other items at the incident scene, including any tools or equipment; and
• complete the Accident, Injury or Near Miss (W7) Reporting Form

Supervisors

In the event of a workplace accident or injury as described above, a supervisor shall:

• seek, or assist with seeking out, immediate medical assistance, such as by dialling “9-1-1”;
• immediately notify, or help notify, a member of management or a JHSC;
• cooperate fully and assist with securing the accident scene;
• cooperate fully and assist with any investigation into the accident;
• refrain from tampering in any way with any evidence or other items at the accident scene, including any tools or equipment; and
• complete the Workplace Accident, Injury or Near Miss (W7) Reporting Form

Management

In the event of a workplace accident or injury as described above, management shall:

• notify emergency response personnel (i.e., police and paramedics) if they have not been notified already;
• immediately notify the JHSC;
• assume control of and preserve the accident scene as soon as possible;
• carry out the preliminary and final investigations described above;
• obtain the names of and obtain statements from any and all relevant witnesses;
• take photographs of the accident scene;
• collect all relevant records and other information, such as maintenance reports and equipment inspection records;
• attempt to identify the cause(s) of the accident;
• prepare a preliminary and final investigation report described above and provide such reports to WorkSafeBC in the manner and circumstances set out above; and
• prepare and implement a preventative action plan.

Roles of the JHSC

In the event of a workplace accident or injury as described above, a JHSC worker shall:

• attend the accident scene and notify emergency response personnel (i.e., police and paramedics) if they have not been notified already;
• assist with all investigations into the accident, preliminary and final reports, and identification and implementation of corrective action as appropriate; and
• receive and review all preliminary and final investigation reports.

EMERGENCY PROCEDURES

Emergency preparedness shall always be maintained within the workplace. The necessary degree of emergency preparedness shall be ensured through training, emergency drills (held at least once a year), personnel qualifications, instructions, and procedures.

We will take steps to ensure that emergency exits, and escape routes are designated and marked and free from obstructions, and that all workers are familiar with their surroundings and aware of all available exits and escape routes. We will also conduct and keep logs of annual emergency fire and evacuation drills.

We will ensure all workers are given adequate instruction in emergency evacuation procedures applicable to their workplace.

Application

The Business’s emergency protocols, policies, and procedures shall apply to any emergency situation, including but not limited to:

• Fires; If possible remove any source of fuel that may be fueling the fire. Use appropriate extinguishing media until fire is out. If there is any doubt that the fire can be readily extinguished first contact Superintendent or foreman. Do not endanger yourself or others. If larger fire occurs, contact emergency services at 9-1-1.
• Chemical spills or leaks; The worker must warn others in the immediate vicinity that a spill has taken place. Designate a fellow worker to guard the area so they can inform supervisor. Notify building security to all fire, spill, explosion, leaks and medical aid procedures. A supervisor or foreman must re-assign employees to other areas or evacuate if necessary. Always move crosswind or upwind – never downwind – to avoid toxic gases and vapours. Cordon off the immediate area. Phone authorities as required. Keep all workers informed of procedures taken. Provide a written report to management, environment agency, and the JHSC.
• Acute medical events (such as a heart attack or a stroke); Notify the Supervisor or foreman by radio or telephone. Emergency Contact List must be kept in each vehicle. Assess the situation. Protect yourself and prevent any further injury or casualty. Administer first aid if qualified, to the best of your ability. Do not move casualty unless absolutely necessary. Contact EMS and make provisions for meeting them and directing them to the casualty. Do not endanger yourself or others.

Each emergency occurrence shall be formally reviewed, and if necessary, investigated in line with applicable procedures.

Communication

If an emergency situation occurs, management shall notify all workers of the circumstances of the emergency, and to the extent possible, in a manner that does not further endanger the safety of any worker or person, such as by inciting mass panic.
We shall ensure that it has in place at all times a global communication system (such as an alarm) capable of carrying out an immediate business-wide evacuation, such as in the event of a fire or gas leak.

Depending on the nature of the emergency, management shall contact the appropriate
emergency service, such as the police, fire services, paramedics, hazard control services, or hydro or gas line repair services.

Emergency Evacuations

We shall have in place emergency evacuation protocols, policies, and procedures to be applied in an emergency that requires an immediate business-wide evacuation, including the following evacuation procedures:

• activate the appropriate alarm system;
• exit the workplace or building using the emergency exit;
• do not use elevators;
• exit the workplace or building in an orderly fashion;
• head directly to the nearest predetermined assembly point, called the Muster Point. At the Vision Mechanical Office, this is in the back corner of the parking lot. If the rear of the building is not a safe exit, leave through the front exit and walk around the building outside to meet the group at the muster point.
• do not return to the workplace under any circumstances;
• wait at the designated assembly point or safe spot until instructed otherwise or unless it is unsafe to do so (for example, if there is severe weather or falling glass, debris or flames).

Each emergency shall be formally reported and investigated in line with applicable procedures.

HOUSEKEEPING

All workers are required to maintain good housekeeping habits, including but not limited to the following:

• refraining from leaving cabinet and desk drawers and doors open when they are not being used;
• when accessing filing cabinets, only opening one drawer at a time (opening multiple drawers can give rise to a serious tipping or tripping hazard);
• refraining from leaning back in or tilting chairs;
• refraining from using or standing on tables, chairs, desks, cabinets or other elevated objects to obtain items that are out of reach;
• refraining from using a ladder or other elevation device when alone, or using a ladder or device that is improperly positioned, broken, tilted, insecure or unstable;
• refraining from leaving office supplies, boxes, bags, or any other storage equipment or items on the floor or in any other area in such a way as to pose a tripping hazard or in a manner that would result in an obstruction during an emergency;
• refraining from placing power cords, phone and internet cables, and similar objects in any location or in any manner that would create a tripping hazard, or that would result in an obstruction during an emergency; and
• immediately reporting any defects, or potential defects, in any flooring, door mechanisms, or other devices that if left uncorrected could pose a safety risk to other workers.
• use Lockout Tags for any piece of equipment, machinery, or tool that should not be used due to defects, or which could pose a safety risk to other workers if used. Only when the tag is removed can the item be used again safely.

WORKPLACE VIOLENCE, BULLYING AND HARASSMENT

The Business is committed to providing a working environment that is safe, secure, and free from threats, intimidation and violence. We maintain a zero-tolerance approach to workplace violence, bullying and harassment. As such, the Business will not tolerate violent behaviour and will take all reasonable and practical measures to prevent workplace violence and to protect workers.

Objectives

The objectives of this policy are to:

• Ensure that no worker is exposed to violence, bullying or harassment in the workplace; and
• Ensure that appropriate disciplinary measures, up to and including immediate dismissal for cause, are taken against any worker found to have committed violence against another worker.

Application

This policy applies to all the Business’s workers, including full-time, temporary and contract staff, as well as to any volunteers, students, interns and apprentices. This policy applies to every level of our organization and to every aspect of the workplace environment, including events that occur outside of the physical workplace, such as during business trips and staff events.
Every worker is responsible for taking measures to prevent bullying and harassment and must promptly report any acts of violence that threaten, or are perceived to threaten, a safe working environment. All reported incidents will be taken seriously and investigated in accordance with the investigation procedure.

Definitions

For the purposes of this policy:
“Bullying & Harassment", whether at a work site or work-related, means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes sexual violence. Examples include but are not limited to:

• Expressions of intent to inflict harm;
• Threatening activity, such as waiving a fist;
• Verbal aggression, insults, or calling someone derogatory names
• Vandalizing a worker’s personal belongings
• Sabotaging another person’s work
• Spreading malicious rumours
• Carrying out harmful or offensive initiation practices or hazing
• Making personal attacks based on a worker’s private life or personal traits
• Making aggressive or threatening gestures

Reporting Procedures for Workers

Any worker who believes that they are the victim of workplace bullying, harassment or violence should immediately report the incident to management. In the event that the person alleged to have engaged in this behaviour is the supervisor of the person making the report or a member of management, the incident should be reported to the next level of management, who will determine who is best suited to investigate the allegation.
A report of any bullying or harassment must include details about the alleged incident(s), including the date(s), time(s) and location(s), what happened, who was involved and the names of any witnesses.

If an emergency exists and the situation is one of immediate danger, then it should be reported to the police by dialling “9-1-1” as soon as it is safe to do so. A person in a situation of immediate danger must at the same time take whatever steps are necessary to ensure their own safety and to protect themselves from harm or injury. Once a worker is safe, he or she can then report the matter to management.

Workers must notify management if a restraining order is in effect, or if a potentially violent non-work-related situation, such as domestic violence, exists and could result in violence in the workplace.

What is NOT Workplace Bullying, Harassment or Violence

Not every unpleasant interaction, instance of disrespectful behaviour, or workplace conflict is bullying and harassment. Expressing a difference of opinion, offering constructive feedback or advice about work-related behaviour or performance, and making a legitimate complaint through established procedures about a manager’s or another worker’s conduct are not bullying and harassment.
It’s also important to note that reasonable management action is not considered workplace bullying and harassment. Managers and supervisors have many responsibilities — including directing and supervising how work is performed, monitoring workflow, and providing feedback on performance.

As long as those actions are taken in a respectful manner, they do not constitute bullying and harassment. Reasonable management action might include decisions relating to:

• Job duties and/or work to be performed
• Workloads and deadlines
• Layoffs, transfers, promotions, and reorganizations
• Work instruction, supervision, or feedback

Work evaluation

• Performance management, or
• Discipline, suspensions, or terminations

Bullying and harassment is a health and safety issue and has many effects. It can distract someone while they’re performing tasks that require concentration, which can lead to physical injury. And it can also lead to physical illness and psychological injuries, such as anxiety, depression or thoughts of suicide.

In the workplace, you might notice lower productivity, lower employee morale, higher rates of unexpected absenteeism, and staff turnover. Studies show that bullying affects co-workers as well as the target, and that co-workers are as likely or even more likely than the target to leave their jobs if they work in a bullying environment. (Reference: Houshmand et al., 2012)
Workplace bullying and harassment might result in:

• Health and safety issues
• Distracting someone who is performing dangerous tasks
• Physical and/or psychological injury
• Lower productivity
• Lower morale
• Higher absenteeism
• Staff turnover — targets of bullying and harassment and their co-workers

Everyone in the workplace has a role to play when it comes to preventing and addressing bullying and harassment. Employers, workers, and supervisors have a number legal duties.

Workers must:

• Listen to the target
• Don’t gossip
• Offer support (i.e. employee assistance program, counsellor)
• Document details of what you see to share in an investigation
• Tell the bully to stop!

Employers must:

• Have a policy statement that workplace bullying is unacceptable and not tolerated
• Take steps to prevent or minimize workplace bullying and harassment
• Have procedures for workers to report if they feel bullied and harassed, including how to report if the employer or supervisor is the alleged bully
• Have procedures that explain how our organization deals with bullying and harassment incidents or complaints, and
• Provide training about bullying and harassment to workers and supervisors

Talking to an Alleged Bully

It’s possible that the person engaging in the bad behaviour was unaware of its effect, and the situation might get better after you talk to them. If you feel it’s safe talking to the alleged bully, be specific about what behaviour was inappropriate. You could even show the person a copy of the workplace bullying and harassment policy and explain why you think the behaviour was inappropriate. Be clear that the behaviour is unwanted and unacceptable. Stay calm and don’t retaliate. You are also required to report any bullying and harassment you witness or experience.
Our workplace takes bullying and harassment seriously and we will follow our procedures for dealing with incidents and complaints. If you are the target of, or witness to, bullying and harassment:

• Tell the bully what behaviour was inappropriate
• Make it clear the behaviour is unwanted and unacceptable
• Stay calm
• Don’t retaliate
• Report it

Duties of Management and Supervisors

Managers and supervisors must act immediately if they observe or are presented with allegations of a potentially dangerous situation, including domestic violence. Managers and supervisors are responsible for addressing potential problems immediately and before they become serious.

If we are aware of circumstances that present a risk of bullying and harassment, our workplace must and will take steps to prevent or minimize the risk. We may provide direction to affected employees, or make alternate employment arrangements in order to properly address the risks and/or concerns.