Ensuring that federal workplaces are free from harassment and violence

From Employment and Social Development Canada

Text description of Infographic

Ensuring that federal workplaces are free from harassment and violence 

Workplace prevention and resolution processes*

These are the initial steps in the workplace prevention and resolution processes (*For illustrative purposes only. Subject to change following regulatory process)

  1. Prevention of harassment and violence policy in collaboration with the workplace committee or the health and safety representative Employer becomes aware of an incident of harassment or violence Employer must try to resolve the incident with the employee

At the end of these, either the

  1. Incident is resolved
    • No further action is required
  2. Incident not resolved

If the incident is not resolved you have the option of mediation or an investigation and report on the incident with recommendations. If you choose mediation and it does not solve the issue you would move on to the investigation.

  1. Mediation
    1. Incident resolved
      • No further action is required
    2. Incident not resolved
  2. Competent person investigation and report on incident and recommendations for the workplace (this is the next step if mediation does not succeed)
  3. Employer response and implementation of recommendations
    1. Incident resolved
      • No further action is required
    2. Incident not resolved

If the incident is still not resolved you have two options available.

Minister of Labour’s investigation in federally regulated sectors under the Canada Labour Code

  1. Compliance
    • No further action is required
  2. Non-compliance

    For non-compliance your next steps are:

    1. Minister of Labour enforces
      • Compliance (No further action is required)
    2. Employer or employee can appeal to the Occupational Health and Safety Tribunal** (**Once the amendments in the Budget Implementation Act, No. 1, 2017 come into force, directions will be appealed to the Canada Industrial Relations Board.)
    3. The Board’s decision may uphold, rescind or amend
    4. Employer or employee can appeal to federal court

Minister of Labour’s investigation in parliamentary workplaces under the Parliamentary Employment Staff Relations Act

  1. Compliance
    • No further action is required
  2. Non-compliance

    For non-compliance your next steps are:

    1. Minister of Labour enforces. Speaker is notified and may intervene.
      • Compliance (No further action is required)
    2. Employer or employee can appeal to the Federal Public Sector Labour Relations and Employment Board
    3. The Federal Public Sector Labour Relations and Employment Board notifies the Speaker who may intervene
    4. The Board’s decision may uphold, rescind or amend
    5. The board’s decision tabled in the House or the Senate by the Minister of Public Services and Procurement

A complaint that the process is not followed can be filed at any time

Report a problem or mistake on this page
Please select all that apply:

Thank you for your help!

You will not receive a reply. For enquiries, contact us.

Date modified: