Bullying in the Workplace in Ontario

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Below, are the copied rules for Bullying in the Workplace in Ontario Canada. You can see for yourself the rules and regulations put in place for what I went through on the job and you can clearly see from this website contents, these rules were not followed nor enforced at this workplace. Our employee rights were not respected for this situation, nor for what came after I quit when my husband was the only employee there. This is where I went once I learned the owners were giving up. Don’t ever allow anyone to Bully you, no matter who they are. Always, find a way to use the rules to pick up for yourself. 

If mine and my husbands rights were being respected, those domains would not have shown up online as this would have been settled in 2016 when it first came out, not the mess it became. 

I appreciate it was a small family run company, but they hired outside employees and should be aware of these policies and have something in place to follow when this happened in 2016. I was employed there, it wasn’t my responsibility to teach them what they should already know as the employers. The letter sent was very aggressive filled with vague allegations, that no one addressed.

That is the very thing they ask you not to do. 


  • Do not ignore any potential problems.
  • Do not delay resolution. Act as soon as possible.

In August 2016, I begged the property owners to address the letter we received from these Tenant Bullies, but nothing was done. I was told to ignore them, they were reacting out of the feelings of getting a Form N5 for the first time. As I thought the owners knew the tenants there, I accepted their view and let it go. I was wrong and I own up to that. I should have pushed more, and even later when it got worse but by this time I was a mess and not thinking straight anyway. It was over a year later when one of the owners used me a a mediator in email to try and set up a meeting in the office that these tenant refused, so once again it was ignored. 

All this time, I waited as I was told once all legal actions were over, they would take them to Civil Court over the Bullying online within the websites. I reached out to this agency once I learned the truth in March 2020 and followed their recommendations to get away once I knew nothing was gonna happen.

I stayed living in this property with my husband working there, from July 2018 when I quit till we left Sept 2020, putting up with all this smearing of myself and my family, because of the legal actions ongoing that we needed to be available for, and because they said they would go to Civil Court over the domains and smear campaign online afterwards. Legal actions were over in January 2020 and notice received Feb 202 of the dismissal. I met them in March to enquire what the next step was, only to be told they were doing nothing. 

I refused to stay there with those domains online, not knowing how long they will last and what effects they might have on my life and that job and apartment was not worth losing my mental health over. I went home from my meeting, that I recorded, determined to leave the property only to be hit with Covid-19 and shut down. I was a mess all those months, thinking I was stuck in place that was so unhealthy for me. But, it opened up enough for us to travel in June and I reached out to the NL government the same day for an exception that I got right away.  It took 3 months but we left in September 2020 and I don’t regret it. Moving during a pandemic is one of the hardest things I could have done with my mobility issues but I was determined to do it. I wanted to be home in NL before the winter hit and we were. 

I have become convinced that these Tenant Bullies deliberately gave that work order in August 2017 just to start it up all over again. They purposefully left out issues with the apartment on the form, such as the window glass, just to see what myself and the owners would do. Mr. Tenant Bully was very prepared for me when I knocked on the door that day and had his speech already prepared filled with his degradations of me as a person with his insults and name-calling. 

I came across a letter I wrote upon receiving this letter from these Tenant Bullies and the other is a email I sent one of the owners about the letter sent Oct 17, 2017, which is also below. I knew then these tenants were being Bullies, as they were clearly making claims over things they have no clue is even true or not! I didn’t know then what I knew now about Gaslighting. Awe well I do now! 

I have had a bad day… I received a attached letter in the work email this morning and it has been playing on me all day. This tenant was nasty and said some very nasty things, and nasty stuff about me. Basically, she is doing to me and my bosses what she says we are trying to do to her. Talk about messed up perceptions. I am seriously thinking about talking to a lawyer. I would rather be proactive than wait to go to a hearing at the Landlord and Tenants board, as she says she is applying to them, to get a response. I do hope she does apply so I can also get my time there too. I have her tenant file with copies of everything I sent to her and I have my notebook with all my notes from conversations we have had in the past. My bosses are on vacation till tomorrow so we will talk more about this next week. He got the email as well and emailed me at 6 am this morning and called me after, even from Italy where he is. It upset him too and he was worried about how it was affecting me. I really don’t understand some people! You would think that after all this time in this business I would be immune to this stuff by now and not be surprised over what some people will say and do, but I don’t think I ever will get use to that. It makes me mad and sad the same time.

I’ll get over it in a day or 2, once I work it thru in my head. This is some of the stuff I hate about this job, the abuse I get from tenants!

I am off to the tub for my nightly soak and relax time. I usually in there for about an hour… its where I de-stress with my tablet and read for a while. I need that today.

From: Alto Properties Inc <859kennedy@gmail.com>
Sent: October 17, 2016 9:48 PM
To: ‘altoproperties
Subject: 303-859 Kennedy

I am really gonna take this woman and shake some sense into her!!

What do you want me to do with this woman?

My suggestion is a N5, take her to the LTB and have them straighten her out, as I know they will. She is full of it… sorry but this woman and her tone is getting to me. If she had something to go after us with she would have done it by now but she seems to be waiting, almost daring, us to take her to the LTB thinking we won’t. She’s being a bully.


This letter from these Tenant Bullies clearly show their Bullying ways and total arrogance in thinking they could break the rules of entry by trying to dictate when someone could enter and when. This is the same attitude that got them evicted, as a tenant can’t do these things in a rental in Ontario. 

Allison Read
303 – 859 Kennedy Road
Oct. 17, 2016

I am forwarding this email to inform you that I will not be allowing you access to my unit ( 303 ) on
October 18, 2016 as you have request to once again look at replacing the window that you have not
been able to fix since I first requested it in or about September 2015.

Once again you set the time and the date for your convince, and once again you failed to show up as

In the future I will inform you when I will be able to allow you access to my unit regarding the window.
As this is not an emergency issue, there is certainly no sense of urgency that would require it to be done
immediately which would inconvenience me and family..

In regards to the fire inspection dated for October 19, 2016.

The previous super attendants have already performed this same fire inspection (smoke detectors ) in or about June of 2016 changing the batteries. There is no absolutely no need for a second inspection in my unit within a 4 month time period.

I have given you access to my unit on 3 separate occasions already within the last month and half, and each time you have made no attempts to try and accommodate myself or my family in regards to the time and dates and if they worked for us or not.

Let us also not forget that you actually serve me an N5 form that you knew was deliberately false and misleading in an attempt to again bully/scare me into bowing down to your wants and needs.

It is also once again obvious that you are deliberately trying to in convince/bait myself and my family into getting a negative response in an attempt to try and build a case against me so you can try and have us removed through the court system like you did with unit #302.

It also again appears to me that you are also deliberately screwing up dates in hopes of again trying to get into my unit alone with someone being there. I am not sure what your fascination is with getting into my unit unattended?

If you are not happy with my decisions, that I have made in this email. You are more than welcome and within your rights to take this matter to landlord tenant board where I will supply all of your documents and evidence of yourself and Louie trying to get me and my family out of the building.

I am too old to play these childish games with you Stella and Louie, and as before, I will not play them with you. If anyone wants access to my unit for the bathroom, in which you started and did not finish since I first moved in back in June 2015. I will except a few dates to choose from, and I will choose from these same dates and times to let you know what works for me and my family.

Today you once again failed to follow up with your contracts to ensure that everything is in place for today. As my partner was a super attendant for many years, He has informed me that he has NEVER had ANY contractors or pest control cancel out on him on the same day they were to arrive. And yet conveniently it has happened to me and my family twice within a months’ time at the hands of Stella and Louie.

Obviously you are not capable of, or just don’t care about what myself and family have planned for the week enough to following up with contractors and informing me in a properly, professional or even in a reasonable manner of any “sudden” changes. So from this date forward we will work together to ensure that things are done properly and respectfully of everyone schedules and rights.

Allison Read


Bullying In The Workplace : OSH Answers

  1. Yes, bullying is a workplace issue
  2. In Canada, occupational health and safety laws include the concept of due diligence
  3. Due diligence means that employers shall take all reasonable precautions, under the particular circumstances, to prevent injuries or incidents in the workplace
  4. Every person should be able to work in a safe and healthy workplace.


Bullying in the Workplace

What is workplace bullying?

Bullying is usually seen as acts or verbal comments that could psychologically or ‘mentally’ hurt or isolate a person in the workplace. Sometimes, bullying can involve negative physical contact as well. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people. It has also been described as the assertion of power through aggression.

Is bullying a workplace issue?

Yes, bullying is a workplace issue. In Canada, occupational health and safety laws include the concept of due diligence. Due diligence means that employers shall take all reasonable precautions, under the particular circumstances, to prevent injuries or incidents in the workplace. Every person should be able to work in a safe and healthy workplace. The legislation in your jurisdiction will describe the roles and responsibilities for workplace parties with respect to workplace harassment and violence, including developing and implementing policies and programs. Definitions of harassment and violence often formally include bullying, but can be implied if not.

Please refer to the following OSH Answers documents for more information:

  • Bullying in the Workplace
  • Internet Harassment or Cyberbullying
  • Violence and Harassment in the Workplace
  • Violence and Harassment in the Workplace – Family (Domestic) Violence
  • Violence and Harassment in the Workplace – Legislation
  • Violence and Harassment in the Workplace – Dealing with Negative Interactions
  • Violence and Harassment in the Workplace – Parking Lot Safety
  • Violence and Harassment in the Workplace – Warning Signs
  • Violence and Harassment in the Workplace – Working Late

What are examples of bullying?

While bullying is a form of aggression, the actions can be both obvious and subtle. It is important to note that the following is not a checklist, nor does it mention all forms of bullying. There is no way to predict who may be the bully or the target.

This list is included as a way of showing some of the ways bullying may happen in a workplace. Also remember that bullying is usually considered to be a pattern of behaviour where one or more incidents will help show that bullying is taking place, but it may be one incident, especially one that has a lasting effect.

Examples include:

  • Spreading malicious rumours, gossip, or innuendo.
  • Excluding or isolating someone socially.
  • Intimidating a person.
  • Undermining or deliberately impeding a person’s work.
  • Physically abusing or threatening abuse.
  • Removing areas of responsibilities without cause.
  • Constantly changing work guidelines.
  • Establishing impossible deadlines that will set up the individual to fail.
  • Withholding necessary information or purposefully giving the wrong information.
  • Making jokes that are ‘obviously offensive’ by spoken word or e-mail.
  • Intruding on a person’s privacy by pestering, spying or stalking.
  • Assigning unreasonable duties or workload which are unfavourable to one person (in a way that creates unnecessary pressure).
  • Underwork – creating a feeling of uselessness.
  • Yelling or using profanity.
  • Criticizing a person persistently or constantly.
  • Belittling a person’s opinions.
  • Unwarranted (or undeserved) punishment.
  • Blocking applications for training, leave or promotion.
  • Tampering with a person’s personal belongings or work equipment.

If you are not sure an action or statement could be considered bullying, you can use the “reasonable person” test. Would most people consider the action unacceptable?

What might not be considered bullying?

It is sometimes hard to know if bullying is happening at the workplace. Bullying can be very subtle and may be more obvious once a pattern of behaviour is established.

Also, many studies acknowledge that there is a “fine line” between strong management and bullying. Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work.

How can bullying affect an individual?

People who are the targets of bullying may experience a range of effects. These reactions include:

  • Feelings of frustration and/or helplessness.
  • Increased sense of vulnerability.
  • Loss of confidence.
  • Physical symptoms such as:
    • Inability to sleep.
    • Loss of appetite.
  • Psychosomatic symptoms such as:
    • Stomach pains.
    • Panic or anxiety, especially about going to work.
    • Family tension and stress.
    • Inability to concentrate.
    • Low morale and productivity.

How can bullying affect the workplace?

Bullying affects the overall “health” of an organization. An “unhealthy” workplace can have many effects. In general, these effects include:

  • Increased absenteeism.
  • Increased turnover.
  • Increased stress.
  • Increased costs for employee assistance programs (EAPs), recruitment, etc.
  • Increased risk for incidents.
  • Decreased productivity and motivation.
  • Decreased morale.
  • Reduced corporate image and customer confidence.
  • Poor customer service.

Are there any laws addressing bullying in the workplace in Canada?

Many jurisdictions have defined bullying separately or have included bullying as part of the definition of behaviours associated with harassment or violence. For example, Prince Edward Island has defined harassment in their Workplace Harassment Regulations as:

(b) “harassment” means any inappropriate conduct, comment, display, action or gesture or any bullying that the person responsible for the conduct, comment, display, action or gesture or the bullying knows, or ought reasonably to know, could have a harmful effect on a worker’s psychological or physical health or safety, and includes
(i) conduct that is based on any personal characteristic such as, but not limited to, race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin, gender identity or pregnancy, and
(ii) inappropriate sexual conduct that is known, or ought reasonably to be known, to the person responsible for the conduct to be unwelcome, including, but not limited to, sexual solicitations or advances, sexually suggestive remarks, jokes or gestures, circulating or sharing inappropriate images, or unwanted physical contact.

Other resources include in British Columbia, WorkSafeBC has developed policies and resources related specifically to workplace bullying and harassment. The Treasury Board of Canada has published “People to People Communication – Preventing and Resolving Harassment for a Healthy Workplace”.

If there is no legislation which specifically addressed bullying, the general duty clause to provide a safe and healthy workplace establishes the duty of employers to protect employees from risks at work. These risks can include harm from both physical and psychological health aspects.

In addition, federal and provincial human right laws prohibit harassment related to race, national or ethnic origin, colour, religion, age, sex, marital status, family status, disability, pardoned conviction, or sexual orientation. In certain situations, these laws may apply to bullying.

What can you do if you think you are being bullied?

If you feel that you are being bullied, discriminated against, victimized or subjected to any form of harassment:


  • Firmly tell the person that his or her behaviour is not acceptable and ask them to stop. You can ask a person you trust, such as supervisor or union member to be with you when you approach the person.
  • Keep a factual journal or diary of events. Record:
    • The date, time and what happened in as much detail as possible.
    • The names of witnesses.
    • The outcome of the event.

Remember, it is not just the character of the incidents, but intent of the behaviour and the number, frequency, and especially the pattern that can reveal the bullying or harassment.

  • Keep copies of any letters, memos, e-mails, etc., received from the person.
  • Report the bullying or harassment to the person identified in your workplace policy, your supervisor, or a delegated manager. If your concerns are minimized, proceed to the next level of management.


  • Do not retaliate. You may end up looking like the perpetrator and will most certainly cause confusion for those responsible for evaluating and responding to the situation.

(Adapted from: Violence in the Workplace Prevention Guide. CCOHS)


What can an employer do?

The most important component of any workplace prevention program is management commitment. Management commitment is best communicated in a written policy. Since bullying is a form of violence and harassment in the workplace, employers may wish to write a comprehensive policy that covers a range of incidents (from bullying and harassment to physical violence).

A workplace violence and harassment prevention program should:

  • Be developed by management and employee representatives.
  • Apply to management, employee’s, clients, independent contractors and anyone who has a relationship with your company.
  • Define what you mean by workplace bullying (and harassment and violence) in precise, concrete language.
  • Provide clear examples of unacceptable behaviour and working conditions.
  • State in clear terms your organization’s view toward workplace bullying and its commitment to the prevention of workplace bullying.
  • Precisely state the consequences of making threats or committing acts.
  • Outline the process by which preventive measures will be developed and implemented.
  • Encourage reporting of all incidents of bullying or other forms of workplace harassment and violence.
  • Outline the confidential process by which employees, including witnesses, can report incidents and to whom.
  • Assure no reprisals will be made against employees who choose to report their experiences.
  • Outline the procedures for investigating and resolving complaints.
  • Maintain confidentiality during the resolution process.
  • Describe how information about potential risks of bullying and violence will be communicated to employees.
  • Make a commitment to provide support services to victims.
  • Offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help.
  • Make a commitment to fulfill the prevention training needs of different levels of personnel within the organization.
  • Make a commitment to monitor and regularly review the policy.
  • State applicable regulatory requirements, where possible.

(Adapted from: Violence in the Workplace Prevention Guide. CCOHS)


What are some general tips for the workplace?


  • Encourage everyone at the workplace to act towards others in a respectful and professional manner.
  • Have a workplace policy in place that includes a reporting system.
  • Educate everyone that bullying is a serious matter.
  • Try to work out solutions before the situation gets serious or “out of control”.
  • Educate everyone about what is considered bullying, and whom they can go to for help.
  • Treat all complaints seriously, and deal with complaints promptly and confidentially.
  • Train supervisors and managers in how to deal with complaints and potential situations. Encourage them to address situations promptly whether or not a formal complaint has been filed.
  • Have an impartial third party help with the resolution, if necessary.


  • Do not ignore any potential problems.
  • Do not delay resolution. Act as soon as possible.

(Adapted from: Comprehensive Workplace Health Program Guide. CCOHS) Internet Harassment or Cyberbullying

Why should a workplace look at Internet harassment?

Many workers do their work using the computer and the Internet. Internet harassment is being identified as a concern at work, as well as at home and school.

What are examples of Internet harassment or cyberbullying?

Internet harassment, also referred to as “cyberbullying”, is the term used to describe the use of the Internet to bully, harass, threaten, or maliciously embarrass. It can involve behaviours such as:

  • Sending unsolicited and/or threatening e-mail.
  • Encouraging others to send the victim unsolicited and/or threatening e-mail or to overwhelm the victim with e-mail messages.
  • Sending viruses by e-mail (electronic sabotage).
  • Spreading rumours.
  • Making defamatory comments about the victim online.
  • Sending negative messages directly to the victim.
  • Impersonating the victim online by sending an inflammatory, controversial or enticing message which causes others to respond negatively to the victim.
  • Harassing the victim during a live chat.
  • Leaving abusive messages online, including social media sites.
  • Sending the victim pornography or other graphic material that is knowingly offensive.
  • Creating online content that depicts the victim in negative ways.

What are some tips to prevent Internet harassment?

While every situation is different, in general, steps to help prevent cyberbullying can include:

In the workplace:

  • Use a gender neutral e-mail address if you have a choice.
  • Make your e-mail password at least twelve (12) characters long although longer passwords may be appropriate. Make sure that it is a combination of capital and lower-case letters, numbers, and symbols. The best passwords don’t spell anything and don’t follow a logical pattern.
  • Change your password frequently.
  • Review the workplace’s policy about the use of e-mail signatures (the block of text that gets added automatically to the end of an outgoing message). It should provide enough information about the person so that they can be identified, but not so much that they are providing e-mail recipients with personal information.
  • Use encryption, privacy settings, software, or other technological tools to increase the security provided to e-mails and internet use.
  • Follow guidelines from your organization’s Internet technology specialist as there will be additional requirements regarding privacy settings, and safety from computer viruses, malicious software, etc.
  • Follow any policies or procedures your organization has in place for Internet communication. Discuss Internet privacy and safety with your organization’s Internet technology specialist.
  • Limit the information you share in your “out of office” message to the dates of your absence and who to contact. Don’t broadcast that you are on vacation or on work-related travel.
  • Do not leave your computer logged in and unattended.

Other tips:

  • Be careful what you post. While you may be able to remove the original post, it is not possible to remove copies that others have made.
  • Watch for “red-flags”, for example someone asking where you live or where you work.
  • Be very cautious about meeting online acquaintances in person. If you choose to meet, do so in a public place and take along a friend or business associate.
  • For personal use, consider setting up two e-mail accounts. One used for formal correspondence and one that has another name for use in discussion groups, etc. Change or cancel your secondary account if you start receiving too much unwanted mail.
  • If you want to remain anonymous, DO NOT list your e-mail address on any Web pages or give your e-mail address when filling out forms on Web pages unless necessary.
  • If possible, use an anonymous browser to browse the Web. Web sites collect information about visitors (e.g., what Web browser you used, “cookies”, your Internet Service Provider and potentially your e-mail address). Anonymous browsers offer varying degrees of security, some are free and some are not.
  • Discuss your safety and privacy with your Internet Service Provider. Seek their help and advice.
  • Make sure your Internet Service Provider, discussion groups and chat networks have an Acceptable Use Policy (no harassment permitted) and that the policy is enforced by the administrator of the site.


  • Do not tell anyone your password.
  • Do not share personal information in e-mail – even e-mail addressed to a trusted individual.
  • Do not share personal information in public forums anywhere online, nor give it to strangers, including in chat rooms.
  • Do not attack or insult anyone while participating in discussion groups. If you disagree with the person, state your position objectively and factually.

How should you respond if someone is harassing you by e-mail?

If the person is a member of your workplace:

  • Report the incident(s) by following your workplace’s policy and procedures for workplace bullying , harassment or violence.

If someone is harassing you by e-mail (in general):

  • If the harasser is known to you, make it clear that you do not want him or her to contact you again.
  • Once you have told a known harasser not to contact you again, or if you are receiving harassing e-mail from someone you do not know, block or filter messages from the harasser. Many e-mail programs have a filter feature that will automatically delete or place e-mails from a particular e-mail address or that contain offensive words into a separate folder.
  • DO NOT reply to unsolicited, harassing or offensive e-mail if the harasser is not known to you. By responding, you confirm that your e-mail address is valid and active.
  • DO NOT open attachments as they may contain viruses.
  • Keep a log of any harassing activity.
  • Save all offending communications for evidence, both electronically and in hard copy (print). Do not edit or alter them in any way.
  • Using your name, conduct a Web search to find out if any information exists about you, so you are at least aware of what information about yourself is publicly available.
  • If the harasser is known to you and harassment continues after you have asked the person to stop, contact the harassers Internet Service Provider (ISP).
    • Most ISP’s have clear policies prohibiting the use of their services to abuse another person.
    • Often, an ISP can stop the conduct by direct contact with the harasser or by closing his or her account.
    • The ISP domain name is identified by the information after the @ (e.g. name @ home.com). Most ISPs have an e-mail address such as postmaster @ domain name that can be used for complaints.

What can you do if someone is publicly harassing you (in a discussion group or chat situation)?

In a discussion group:

  • Keep a log of any harassing activity.
  • Save all offending communications for evidence, both electronically and in hard copy (print). DO NOT edit them in any way.
  • Contact the group’s administrator and provide evidence of the harassment. If they fail to respond, stop participating in the group (i.e., have your e-mail removed from the group’s distribution list).

In a live chat situation:

  • Log off. If the situation causes you to fear for your safety or that of others, contact your local police or law enforcement agency.
  • Keep a record of any harassing activity.
  • Save all offending communications for evidence, both electronically and in hard copy (print). DO NOT edit them in any way.
  • Contact the group’s administrator and provide evidence of the harassment. If they fail to respond, stop participating in the group.

What should you do if someone is bullying or harassing you through social media sites?

Most applications (“apps”) and social media sites (such as Facebook, Twitter, YouTube, and Snapchat) have published guidelines that state what is and is not okay to be posted on their sites. You can find these guidelines by looking for pages on “Terms and Conditions”, or Community Standards/Guidelines. These sites also have a mechanism for reporting abuse of these guidelines. When making a complaint, use the advice provided above about documenting your situation. Include a screenshot of the comment or a copy of the photograph as evidence when you submit your report. If you feel you are in immediate danger, contact the local police or law enforcement agency.

As a user, you can also opt to take action, such as:

  • Always think before you post – are these words or this photo something you would want everyone to see? Could your comments elicit a potentially harmful reaction?
  • Use recommended privacy settings provided by the site.
  • Unfriend, hide, block, or mute another user from seeing your profile.
  • Remove tags as necessary on posts or photos, or adjust your privacy settings so that you can review tags before they are published.
  • Keep personal details private, including your address, date of birth, phone number, school, credit card number(s), and passwords. Be aware of the details you’re showing in photos, such as address numbers, street names, and work buildings.
  • Turn off location settings that may be embedded in your device when taking photographs.
  • Log out of your accounts when you are not using them, especially when using a public computer or device.
  • Avoid retaliating. Most bullies are looking to get a reaction.

What should you NOT do if being harassed or bullied by e-mail?

DO NOT send or reply to e-mail when you are angry or upset. Wait until you are calm and composed; you do not want to become perceived as the harasser.

DO NOT rush into a confrontation. You can risk starting a “flame war” which can rapidly escalate.

DO NOT respond to flaming (provocation online).

DO NOT engage in any question and answer scenarios that make you feel uncomfortable.

(From: Violence in the Workplace Prevention Guide, CCOHS)



OntarioOccupational Health and Safety Act, R.S.O. 1990, c. O.1
Part III.0.1, Violence and Harassment
  • Policies, violence and harassment
  • Program for violence
  • Assessment of risks of violence
  • Domestic violence
  • Duties regarding violence (e.g., provide workers with information and instruction, privacy)
  • Program for harassment
  • Duties regarding harassment (e.g., investigation, annual review, etc.)
  • Information and instruction regarding harassment


Document last updated on December 22, 2020

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