Workplace Harassment2
Workplace Harassment2
Workplace Harassment2
Anticipation Guide
• Circle “Agree” or “Disagree” beside each statement below before you read the text
• Read the text, then consider the statements again based on any new information you
may have read.
• Circle “Agree” or “Disagree” beside each statement and check to see whether your
opinion has changed based on new evidence.
• For any statements that you disagree with after reading - rewrite a statement, in the
space provided, that you would agree with.
Agree / Disagree The Canadian Human Rights Act states that there are Agree / Disagree
four categories that harassment may be related to –
race, age, gender, marital status.
Agree / Disagree Employees found to have harassed someone may be Agree / Disagree
subject to disciplinary measures, up to and including
termination of employment.
Agree / Disagree If you feel you are being harassed you should keep Agree / Disagree
your thoughts to yourself until you know for sure that
the act against you is definitely harassment.
Agree / Disagree If you are accused of harassment your supervisor or Agree / Disagree
union can provide you with help or guidance.
Harassment in the workplace
Awareness, communication and early intervention are key to a harassment-free work environment. Everyone
has a personal responsibility in making this happen.
As employer of the Public Service, the Treasury Board is committed to providing a work environment free of
harassment, where all persons in the workplace are treated with respect and dignity.
What is harassment?
Harassment is a complex matter. Generally speaking, it is any improper conduct directed at someone, that the
person finds offensive and harmful and that a reasonable person would view as unwelcome or offensive.
Harassment can be any objectionable act, comment or display that demeans, belittles or causes personal
humiliation or embarrassment, or any act of intimidation or threat. It includes harassment prohibited by the
Canadian Human Rights Act, which consists of harassment related to race, national or ethnic origin, colour,
religion, age, sex, sexual orientation, marital status, family status, disability and pardoned conviction.
Harassment can come from a colleague, a supervisor, a subordinate, another person in the workplace or from
a member of the public.
For the official definition of harassment, please refer to the Treasury Board Policy on the Prevention and
Resolution of Harassment in the Workplace.
Everyone is entitled to a harassment-free workplace. Harassment is unacceptable and will not be tolerated.
Employees found to have harassed someone may be subject to disciplinary measures, up to and including
termination of employment.
The proper exercise of managerial and supervisory rights and responsibilities is not harassment.
Harassed?
If possible, make your disapproval or unease known as soon as possible to the person who offended
you, in an attempt to resolve the situation.
If this doesn't work or if you are unable to speak directly with that person, talk to your supervisor or
someone else in authority.
Review the Treasury Board Policy on the Prevention and Resolution of Harassment in the
Workplace.
Your supervisor, the person designated by your department or organization, or your union
representative can provide help or guidance.
Management is expected to address the situation and to use appropriate measures to resolve
the problem.
Accused of harassment?
If someone informs you that your conduct is offensive, take it seriously and attempt to resolve the
problem with that person.
Review the Treasury Board Policy on the Prevention and Resolution of Harassment in the
Workplace.
Your supervisor, the person designated by your department or organization, or your union
representative can provide help or guidance.
Management is expected to address the situation and to use appropriate measures to resolve
the problem.
Take note
Everyone in the workplace is expected to act towards others in a respectful and professional manner.
It is in everyone's best interest to resolve harassment situations at the outset.
Supervisors and managers who are aware of harassment in the workplace are expected to address the
situation promptly, whether or not a complaint has been filed.
A harassment complaint is a serious matter. It will be dealt with promptly and in a
confidential manner.