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DAOD 5014-0, Workplace Harassment and Violence Prevention

Table of Contents

  1. Introduction
  2. Definitions
  3. Policy Direction
  4. Consequences
  5. Authorities
  6. References

1. Introduction

Date of Issue: 2023-05-29

Date of Last Modification: 2025-03-01

Date of Last Review: 2025-03-01

Application: This DAOD is a directive that applies to employees of the Department of National Defence (DND employees) and an order that applies to officers and non-commissioned members of the Canadian Armed Forces (CAF members).

Supersession:

Approval Authority: Chief of Professional Conduct and Culture (CPCC)

Enquiries:

2. Definitions

harassment and violence (harcèlement et violence)

Any action, conduct or comment, including of a sexual nature that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee/member, including any prescribed action, conduct or comment. (Defence Terminology Bank record number 696528)

3. Policy Direction

Interpretation

3.1 In this DAOD:

Note 1 – The workplace can include ships, aircraft, vehicles, office spaces, classrooms, garrisons, hangars, messes, dining halls, quarters, gyms, on-base clubs, online forums, and locations for sanctioned events such as holiday gatherings and course parties.

Context

3.2 This DAOD and the accompanying Workplace Harassment and Violence Prevention Policy Manual (Policy Manual) serve to enforce DND employees and CAF members wide prevention of workplace harassment and violence. The Policy Manual embraces and actively promotes diversity and inclusion through an acceptance and appreciation of differences as a core value that goes beyond employment equity. The DND and the CAF are committed to ensuring the Policy Manual considers impacts and experiences across genders and multiple intersecting identities when determining the needs of DND employees and CAF members.

3.3 Occurrences of workplace harassment and violence must be responded promptly to ensure that the workplace remains a respectful and safe environment. Mutual support and respect for the dignity and rights of every person are essential characteristics of the DND and CAF workplace. Not only certain forms of harassment and violence are against the law, they also erode trust and respect for individuals and may lead to an undesirable work environment. As a result, operational effectiveness, productivity, team cohesion and morale may be negatively impacted.

Policy Statement

3.4 The DND and the CAF are committed to the protection of all DND employees and CAF members against workplace harassment and violence. Prevention and resolution programs/practices aim to empower and support all, as well as foster a safe and respectful workplace.

Requirements

3.5 In order to provide a comprehensive WHVP program that prevents and responds to workplace harassment and violence while supporting affected persons, the DND and the CAF must:

  1. provide training, jointly developed or identified and endorsed by the National Health and Safety Policy Committee, that is specific to the culture, conditions and activities of the workplace as it relates to workplace harassment and violence;
  2. create a framework, jointly developed with the National Health and Safety Policy Committee, for the conduct, review and update of the WHVP assessments that consist of the identification of hazards, and internal and external risk factors, that may contribute to workplace harassment and violence;
  3. conduct the WHVP assessments, jointly with the applicable local Workplace Health and Safety Committees, Health and Safety Representatives and various Canadian Armed Forces safety committees, and develop and implement preventive measures to eliminate or minimize the risks related to workplace harassment and violence identified in the WHVP assessments;
  4. develop, jointly with the National Health and Safety Policy Committee, emergency procedures and support services for DND employees and CAF membersrelated to workplace harassment and violence to ensure the health and safety of DND employees and CAF members;
  5. establish a reporting mechanism for DND employees and CAF members who experience workplace harassment and violence, and who witness workplace harassment and violence;
  6. promulgate the Policy Manual to support implementation of the requirements of this DAOD;
  7. ensure compliance with the Policy Manual and Work Place Harassment and Violence Prevention Regulations as applicable;
  8. establish a resolution process that includes initial review, negotiated resolution, reconciliation, prevention, investigation, and implementation of recommendations;
  9. make every reasonable effort to resolve all workplace harassment and violence occurrences; and
  10. appoint WHVP Program Advisors at Command/Group Principal, who have knowledge of the Canada Labour Code part II, the WHVP regulations and DND/CAF Safety Programs, for liaising with the WHVP Center of Expertise (CoE).

3.6 A “Designated Recipient” (DR) team has been established in the CPCC to receive and resolve Notice of Occurrences (NoO) from DND employees and CAF members who wish to provide a NoO outside of their channel of communication or chain of command, as appropriate.

3.7 Managers and military supervisors must report the reception of a NoO to WHVP CoE within seven calendar days of receipt.

3.8  For details on how to report an incident please see the Policy Manual.

3.9  Managers and military supervisors must be aware that any reprisal against a Principal Party who has exercised rights under the Policy Manual is unacceptable and incompatible with the DND and CF Code of Values and Ethics. Allegations of reprisals will be investigated and if founded disciplinary and/or administrative measures will be taken.

Note 1 – For incidents of Workplace Violence involving DND employees that occurred and were reported prior to January 1, 2021, seek guidance from Directorate of General Safety.

Note 2 – Complaints or incidents of workplace harassment involving only CAF members, formally submitted before March 1, 2025, will continue to be addressed under DAOD 5012-0, Harassment Prevention and Resolution. Starting March 1, 2025, all new reported occurrences, regardless of when they occurred, will be managed under this DAOD and the Policy Manual.

Individuals other than DND Employees or CAF Members in the Workplace

3.10 Managers and military supervisors are required to ensure that:

  1. any visitors or persons granted access to the workplace are aware of the Policy Manual;
  2. DND employees and CAF members who grant individuals access to the workplace are made aware of their responsibility to ensure that visitors and persons granted access are informed that violence and harassment in the workplace will not be tolerated; and
  3. appropriate action is taken to prevent or respond to occurrences of any workplace harassment and violence which may involve such individuals.

4. Consequences

General

4.1 Should clarification of the policy statement, requirements or authorities set out in this DAOD be required, DND employees and CAF members may seek direction through their channel of communication or chain of command, as appropriate. The anticipated results set out in the policy statement may not be achieved by the DND and the CAF if the requirements specified in this DAOD are not properly implemented. Not achieving the anticipated results could affect the ability of the DND and the CAF to ensure that the CAF is prepared to undertake missions for the protection of Canada and Canadians and the maintenance of international peace and stability.

5. Authorities

5.1 CPCC has the functional authority to develop and approve polices and instructions concerning the Workplace Harassment and Violence Prevention Program.

6. References

Acts, Regulations, Central Agency Policies and Policy DAOD

Other References

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