New workplace harassment and violence prevention regulations involving Defence Team Public Service Employees
If you believe that your life/physical safety, or that of someone you know in the workplace, is at immediate risk, please contact the Military Police if you are on a base, wing, or in a DND building. If not on DND property, call 911.
Submit a harassment or violence complaint: Notice of Occurrence form - Harassment and Violence in the Workplace.
Here you will find information regarding the latest regulations on workplace harassment and violence prevention within the Department of National Defence (DND), Canadian Armed Forces (CAF) and the rest of the federal public service.
To strengthen the policies that keep our employees safe, the Workplace Harassment and Violence Prevention Regulations (WHVPR), under the Canada Labour Code Part II, came into effect on Jan. 1, 2021. The new, stand-alone Regulations replace the existing Prevention of Violence framework outlined in the Canada Occupational Health and Safety (COHS) Regulations. The Regulations, strengthens provisions in the Canada Labour Code by putting in place one comprehensive approach that takes all forms of harassment and violence into consideration. The Regulations supersede previous policy and mechanisms in place until 31 Dec 2020.
They apply to all DND Public Service employees and Canadian Armed Forces members (CAF members) involved in an occurrence with a DND employee, or any person granted access to the workplace. The VCDS has been tasked with addressing the potential changes to the CAF harassment policies and programs. For now, DAOD 5012-0 Harassment Prevention and Resolution, and the Harassment Prevention and Resolution Instructions - PDF version (accessible only on the National Defence network), will continue to apply when occurrences only involves CAF members.
A working group will be stood up to conduct a holistic review of the CAF harassment and violence framework in order to modernize and align where possible with the new WHVPR. The working group will also be tasked with looking at opportunities to streamline and align existing interrelated mechanisms and programs.
Existing CAF programs, preventative measures, and support will remain in place to keep our Defence Team workplace free from physical and psychological harm.
Harassment and violence in the workplace, in any form, will not be tolerated. With that in mind, the Department of National Defence and the Canadian Armed Forces, along with all federal government employers, are committed to creating a workplace free of harassment and violence where all employees are treated with dignity, respect, and fairness.
On this page
- Message from the Deputy Minister (DM) and Chief of Defence Staff (CDS)
- How do I submit a harassment or violence complaint?
- Bill C-65 overview
- Tools and templates
- Defence Team Workplace Harassment and Violence Prevention Interim Policy
- Questions and answers
- The Workplace Harassment and Violence Prevention Centre of Expertise
- Other support services and resources
- Useful terms and definitions
Messages from DM and CDS
How do I submit a harassment or violence complaint
For Public Service Employees
Speak to your manager or supervisor as soon as possible or you may submit the new “Notice of Occurrence” form to initiate a complaint process (form can be downloaded, filled out, and emailed to your manager or supervisor, who will respond within 7 days). Alternatively, you may notify the Designated Recipient verbally by calling 1-833-451-1604 for a secure voicemail box or you may submit the new “Notice of Occurrence” form by email to DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca .
For Military Members
Unless you have been involved in an occurrence with a Public Service employee, DAOD 5012-0 Harassment Prevention and Resolution, and the Harassment Prevention and Resolution Instructions - PDF version (accessible only on the National Defence network), will continue to apply. If you are involved in an occurrence with a Public Service employee, the above submission process is applicable.
Bill C-65 overview
- Bill C-65(42-1) on parl.ca
- June 24, 2020 - Federal government announcement by ESDC
- December 16, 2021 - New Regulations on Prevention of Harassment and Violence in the Workplace for Defence Team Public Service Employees - Explained
Tools and templates
- Employer’s Guide – Workplace Harassment and Violence Prevention Regulations for Defence Team Public Service Employees
- Infographic: Reporting Harassment or Violence in the Workplace for Employees
- Video: Reporting Harassment or Violence in the Workplace for Employees
- Supervisor/Manager resolution process infographic
- Harassment and Violence in the Workplace Negative Behaviours Continuum
- Supervisor/Manager Communication Templates
Defence Team Workplace Harassment and Violence Prevention Interim Policy
The new WHVPR mandate that employers create a Workplace Harassment and Violence Prevention Policy. The Defence Team has created an interim policy to meet regulatory requirements and which has come into effect as of January 2021. You can find the interim policy at the link below.
Ongoing work is being done by the Subcommittee of the National Health and Safety Policy Committee to complete a DAOD to eventually supersede the Interim Policy.
Questions and answers
To support this policy, all Defence Team personnel must complete new mandatory training, offered by the Canada School of Public Service which must be completed at the earliest opportunity. All Defence Team employees have a responsibility to ensure they complete this training at the earliest opportunity. It will explain their rights and responsibilities and how they can ensure all members are treated with dignity and respect.
The mandatory training must be completed for:
- New Defence Team personnel - within three months of joining the department
- Existing Defence Team personnel – as soon as possible but no later than Dec. 31, 2021, and every three years thereafter.
We recognize that not all CAF members have access to GC campus, there is ongoing work to resolve the situation. More information for those who do not have access is coming soon.
Training for all Defence Team personnel
Training for all Defence Team supervisors and managers, Workplace Health and Safety Committee Members, and Health and Safety Representatives
This course requires completion of W101 as a prerequisite: Harassment and Violence Prevention for Managers and Committees/Representatives (W102)
Training for Designated Recipients, Employers, and Harassment and Violence Specialists
This course requires completion of W101 and W102 as a prerequisite: Harassment and Violence Prevention for Designated Recipients and Employers (W103)
- New Mandatory Workplace Harassment and Violence Prevention Training for Defence Team Public Servants
January 11, 2021
- Reminder: Workplace Harassment and Violence Prevention Training
January 25, 2021
The Workplace Harassment and Violence Prevention Centre of Expertise
The heart of the support services that are available within the Department is the new Workplace Harassment and Violence Prevention Centre of Expertise. This new office provides guidance to Defence Team personnel, develops training, and focuses on prevention initiatives.
If you have any questions regarding the new regulations, internal policies, procedures, support services, or prevention measures that are not answered by the “Questions and Answers” page, contact the Workplace Harassment and Violence Prevention Centre of Expertise via email at P-OTG.WHVPCoE@intern.mil.ca or call HR Connect RH at 1-833-RHR-MDND (1-833-747-6363).
Other support services and resources:
- Health Canada - Employee Assistance Services (EAS) provides short-term professional counselling services to employees and their family members. This service is available 24/7, 365 days a year, by calling 1-800-268-7708 or 1-800-567-5803 (TTY).
- EAP Peer Advisors (PAs) provide confidential active-listening skills and resources to employees in need. Employees and managers can consult the Resource Catalogue (accessible only on the National Defence network) or call HR Connect at 1-833-747-6363 to be connected with a readily available colleague within 24 hours.
- CAF Member Assistance Program provides a 24 hour, 7 days a week bilingual telephone and face to face counselling service that is voluntary, confidential, and available to Canadian Armed Forces (CAF) members and their families who have personal concerns that affect their well-being and/or work performance. These services are available by calling 1-800-268-7708.
- Both the Employee Assistance Program and Mental Health and Well-being Corporate Offices support the health and well-being of employees and provide access to tools, resources and services to assist organizations in building a safe, supportive and respectful work environment. You can contact them via email at the following addresses:
- Employee Assistance Program Office: HRC.EAP-PAE@forces.gc.ca.
- Mental Health and Well-being Office: MentalHealthandWell-being-Santementaleetmieuxfirstname.lastname@example.org.
- The web-based service LifeSpeak offers free confidential access to hundreds of short videos by experts on everyday issues.
- The Office of Disability Management (accessible only on the National Defence network) was created to be an impartial, collaborative and inclusive group that supports employees and supervisors/managers dealing with disability-related matter due to illness, impairment and injury.
- Defence Team Public Service employees who intend to participate in the Department of National Defence and CAF Sexual Misconduct Class Action Final Settlement Agreement can obtain support, information and referrals to services for which they are eligible through the Sexual Misconduct Response Centre. You can contact them anytime, 24 hours a day, 7 days a week by telephone at 613-996-3900 or 1-844-750-1648 (toll free) or via email.
Useful terms and definitions
- Act - Part II of the Canada Labour Code.
- Designated Recipient - a work unit in a work place or person that is designated by an employer under section 14 of the regulations to receive notice of a harassment or violence in the workplace occurrence.
- Occurrence - an occurrence of harassment and violence in the workplace.
- Principal Party - an employee or employer who is the object of an occurrence.
- Responding Party - the person who is alleged to have been responsible for the occurrence.
- Witness - a person who witnessed an occurrence or is informed of an occurrence by the principal party or responding party.
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