Resolutions stemming from workplace harassment or violence in the workplace prioritize corrective action, the restoration of a safe environment, and the prevention of future incidents.
The following are key elements typically addressed:
Corrective Actions & Safety Measures
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Disciplinary Actions: Depending on the severity of the incident, disciplinary measures may range from formal reprimands and mandatory training to suspension or termination of employment.
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Physical/Operational Adjustments: Implementation of enhanced safety protocols may include installing security cameras, improving lighting, erecting physical barriers, or altering work schedules to high risk times (ie: after hours, working alone, etc).
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Mediation: Where appropriate, voluntary facilitated discussions may be arranged to support the rebuilding of professional relationships.
Support for Affected Employees
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Employee Assistance Program (EAP): Confidential and professional counselling services are made available to complainants, respondents, and witnesses.
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Follow-up Meetings: Ongoing check-ins are conducted with concerned individuals to monitor wellbeing and evaluate the effectiveness of implemented interventions.
Policy and Training Updates
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Policy Review: Existing anti-harassment and anti-violence policies are reviewed and updated to address deficiencies identified during the investigation process.
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Reassessment of Risk: The employer will need to conduct a new violence risk assessment after an incidence of violence or if they become aware of a type of violence occurring in similar workplaces that was not taken into consideration when the previous violence risk assessment was conducted.
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Mandatory Training: Comprehensive training on workplace conduct is either introduced or reinforced, ensuring all staff and management are adequately informed. Looking for harassment and violence training? Check out our Awareness and Training Tab on this toolkit.
Communication and Reporting
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Notification of Parties: Both complainant and respondent are apprised of investigation findings and the corresponding corrective action plan.
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Regulatory Compliance: All actions adhere to Nova Scotia’s Occupational Health and Safety (OHS) regulations, with reports maintained for and accessible to applicable governing agencies if required.
In summary, addressing incidents of workplace harassment or violence requires a comprehensive and structured approach that prioritizes corrective actions, ongoing support for those affected, and strengthened policies and training. By ensuring open communication, regulatory compliance, and continuous improvement of safety measures, organizations can foster a respectful and secure workplace environment for all employees. These resolutions not only help restore trust but also contribute to the ongoing prevention of future incidents, reinforcing the organization’s commitment to health, safety, and wellbeing.
