Prevention of harassment and violence in the workplace – civilian employees

Start to learn about your rights and responsibilities by consulting the following on-line resources:

• Workplace Harassment and Violence Prevention Regulations Involving Defence Team Public Service Employees.
• Your rights and responsibilities are described in the Workplace Harassment and Violence Prevention Interim Policy.
• Labour Relations information is available only on the Defence Team Intranet. If you are unable to access the Intranet, contact your supervisor or our office for assistance.
• Human rights and discrimination directives are found in DAOD 5516-0 and DAOD 5012-0.
• Alternative dispute resolution involves several potential resolution processes. Conflict and Complaint Management Services (CCMS) offices located across Canada offer support in your pursuit of a resolution option that is early, local, and informal.
• The Workplace Harassment and Violence Prevention Centre of Expertise (WHVP CoE) provides guidance to employees and supervisors or managers. Call 1-833-451-1604 or send an e-mail to DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca.

Be sure to document any actions and attempts you take to resolve the matter.

The supervisor, manager, or designated recipient must keep the principal party and the responding party (if involved) informed during the process. For more information, review the Workplace Harassment and Violence Prevention Interim Policy.

If your supervisor, manager, or designated recipient is not keeping you informed, request an update in writing. If you receive no response within 30 days, send a follow-up request with a copy of the original.

For guidance on the Workplace Harassment and Violence Prevention (WHVP) Regulations, contact the WHVP Centre of Expertise by calling 1-833-451-1604 or sending an e-mail to DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca.

If you have not received a response or if you are not satisfied with the response, contact our office for information and assistance.

The Workplace Harassment and Violence Prevention Interim Policy requires complaints to be treated as a priority.

If your workplace harassment or violence complaint is overdue, request a status update in writing from the supervisor, manager, or designated recipient. If a prevention investigation has been launched, you may request an update through the investigator assigned to your complaint.

If you are a represented employee, contact your union representative for information and assistance. You can also review your collective agreement for information on submitting a redress of grievance.

For information on timelines and other aspects of the complaint resolution process, review the Workplace Harassment and Violence Prevention Interim Policy.

For guidance on the Workplace Harassment and Violence Prevention (WHVP) Regulations, contact the WHVP Centre of Expertise by calling 1-833-451-1604 or by sending an e-mail to DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca.

If you have not received a response or if you are not satisfied with the response, contact our office for information and assistance.

Depending on the circumstances, DND employees and CAF members may seek additional forms of recourse outside the Workplace Harassment and Violence Prevention Interim Policy. This includes seeking personal remedies through the grievance process.

If you are a represented employee, contact your union representative for information and assistance. Additionally, review your collective agreement for information on submitting a redress of grievance.

If you believe that your employer has failed to fulfill duties as defined under the Canada Labour Code or the Work Place Harassment and Violence Prevention Regulations, notify your supervisor, manager, or the designated recipient of the complaint. Following notification, you should attempt to resolve the complaint with your employer. If the matter is not resolved, submit your complaint to the Labour Program, whose role is to ensure that the workplace parties meet the requirements of the resolution process outlined in the Regulations.

Contact our office if compelling reasons prevent you from addressing your concerns through regular channels. These compelling reasons could include time sensitivity, health, security, or financial concerns for you or your family. Where compelling reasons exist, our office can ensure the appropriate parties are aware of your circumstances.