Formal investigations should not be the only tool employers, unions, and workers have to deal with harassment. They are inherently reactive, disruptive, costly, and cannot on their own repair the damage done by bullying and harassment. To promote psychologically safe, productive workplaces, employers and unions must be prepared, in appropriate circumstances, to resolve harassment complaints without a formal investigation, and when an investigation is required, they must be prepared to repair workplace relationships afterwards. In this intensive workshop, employer and union representatives will learn to analyze complaints and conflicts with a view to choosing an effective resolution process that meets important legal obligations and satisfies workplace parties.
Participants will learn to
- Analyze circumstances surrounding a workplace harassment complaint to choose the most appropriate resolution process
- Apply trauma informed approaches to workplace conflict
- Identify the role of rank (power + privilege) and appreciate its impact
- Encourage low-level resolution of complaints
- Preserve important workplace relationships when responding to harassment
- Meet legal obligations arising from legislation, case law, and collective agreements