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Harassment and Violence Resolution Process for The Principal Party

August 15, 2024

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HARASSMENT AND VIOLENCE RESOLUTION PROCESS* FOR THE PRINCIPAL PARTY

  1. START - If you believe you experienced harassment and violence in the workplace, consult your employer or designated recipient (DR).
  2. NOTICE OF AN OCCURRENCE - You provide a notice of occurrence to your employer or DR either orally or in writing. A witness may provide the notice of occurrence anonymously.
  3. If yes, go to step 6.
  4. If no, go to step 5.
  5. An issue may still exist...Attempt to solve the issue amicably and/or with the assistance of persons you feel are competent.
  6. Within 7 days
  7. RESPONSE - The employer or DR must inform you (the principal party) that your notice has been received, of the manner in which the workplace harassment and violence prevention policy is accessed, of each step of the resolution process, and that you may be represented during the resolution process.
  8. No later than 45 days after the notice of occurrence
  9. NEGOTIATED RESOLUTION (Section 23) - You, the employer, the DR, and, if applicable, the responding party must make every reasonable effort to resolve the occurrence.
  10. CONCILIATION (Section 24) - You and the responding party may attempt to resolve the occurrence by conciliation if both agree to the conciliation and on a person to facilitate it.
  11. INVESTIGATION (Section 25) - An investigation of the occurrence must be carried out if you, the principal party, request it. The main goal of the investigation is the prevention of a similar occurrence in the workplace.
  12. COMPLETION OF PROCESS - The notice of occurrence can be resolved through negotiated resolution, conciliation, or an investigation.

IMPORTANT NOTE

The purpose of the harassment and violence prevention and resolution (HVPR) process is to identify and address systemic issues within the organization which may be contributing to occurrences of harassment and violence in the workplace. Once identified, preventive measures will be implemented to reduce the risk of harassment and violence in the workplace.

*This is an overview only and does not replace the provisions of the Work Place Harassment and Violence Prevention Regulations or your organizational processes or policies.