Support Person

As per the Workplace Harassment and Violence Prevention (WHVP) Policy Manual, a principal party or responding party to an alleged occurrence of workplace harassment and violence can seek the support of someone they trust to accompany them during the resolution process.

The role of support person is to assist a party, but not to represent or make representations on behalf of any party.

Should the principal or responding party elect to utilize a support person, they must inform the Chain of Command (CoC)/manager or the designated recipient that they designated someone to be their support person and their relationship to them.

The Support Person can:

• be a colleague (who is not involved in the alleged occurrence(s))
• be a spouse or partner, family member or friend
• be a Chaplain
• be a union representative
• be another person of their choice
• provide advice and guidance to the party on any matters they feel are relevant
• speak on their behalf regarding matters related to the administration of the resolution process, such as:
  • scheduling meetings or interview, and
  • receiving updates on the status of the resolution process
• accompany a party for the purpose of providing emotional support

The Support Person cannot:

• be a witness to the occurrence(s)
• be their CoC/manager
• support both the principal party and responding party
• speak on behalf of the party
• share information about the occurrence with anyone
• respond to questions regarding the occurrence during the negotiated resolution, conciliation/Alternative Dispute Resolution or the WHVP investigation