November 1, 2013 is coming up quickly and employers need to know about their WorkSafe BC obligations to deal with workplace bullying and harassment.
A recent newsletter from Spark Workplace Consulting effectively summarizes the issues you need to be aware of…
WCB Prevention Manual Policy Amendments
• Employers required to take reasonable steps to prevent workplace harassment and bullying.
• Reasonable steps include developing and implementing harassment and bullying prevention policies and procedures, including an avenue for workers to report bullying and harassment; developing and implementing an investigation process for workplace
harassment and bullying complaints; training workers and supervisors on workplace harassment and bullying policies and procedures; taking steps to prevent or minimize workplace harassment and bullying; and reviewing the workplace harassment and bullying prevention policies and procedures annually.
• Harassment and bullying are defined as any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated.
• Policy amendments come into effect November 1, 2013.
Why should employers care?
• Business owners, directors and officers of a company could be personally liable.
• WorkSafeBC could impose penalties and/or order an employer to comply with the Act.
• WorkSafeBC could issue a “stop work” order.
• Not having a policy in place could prove very costly in time and money for a business owner.
If you are interested or concerned about whether your current policies and procedures are good enough to protect you and your business from potential WorkSafe action, contact us.