Safe Job Procedure	Doc ID: SJP-04-02
		Rev: 1.2
	REPORTING, INVESTIGATING BULLYING AND HARASSMENT	Date:

SECTION 1 – GENERAL INFORMATION

Prepared by:		Phone #:
Site/Project:		Site Address:
Prime Contractor/Client:
Prime Contact (Position & Name):		Phone #:
On-Site Contact (Position & Name):		Phone #:
Scope of Work Performed:
Any additional documents required?	Y N (Hot work permits, Lift plan, Toolbox talk, etc.)
If YES, please indicate type and reason:

2. Hazard Identification

Task/activity steps	Potential Hazards present	Controls (PPE, Equipment, Training, Documents, etc.)
Report complaint Notify Supervisor Identifying worker/workers who may be involved Approach/remove worker(s) Documentation	Situation escalated Creation of undue risk of injury to the worker or anyone else.	Follow SJP Communication Refer to policy Training and/or discipline

3. Procedure

MANAGEMENT RESPONSIBILITY

1. Develop a policy statement with respect to workplace bullying and harassment not being tolerated.
2. Take reasonable steps where possible or minimize workplace bullying and harassment.
3. Develop and implement procedures for workers to report incident or complaints of workplace bullying and harassment.
4. Develop and implement procedures for how, we as the Employer, will handle incidents and complaints.
5. Train and inform workers and Supervisors of policy statement, procedure, how to recognize and respond to potential bullying and harassment.
6. Post Workplace Bullying & Harassment Complaint forms at the workplace.
7. Annual review of steps 1-4.
8. Apply and comply with Company’s policy and procedure.

SUPERVISORS RESPONSIBILITY

1. Recognize bullying and harassment in the workplace.
2. Not engage in bullying and harassment of workers, other supervisors, the employer or persons acting on behalf of the employer
3. Apply and comply with the Company’s policies and procedures.
4. Conduct or participate in an investigation when an incident or complaint is brought forth.

WORKERS RESPONSIBILITY

1. Never engage in bullying and harassment of workers, other supervisors, the employer or persons when working on behalf of the employer.
2. Report if bullying and harassment is observed or experienced in the workplace.
3. Apply and comply with the Company’s policies and procedures.

	Safe Job Procedure	Doc ID: SJP-04-02
		Rev: 1.2
	REPORTING, INVESTIGATING BULLYING AND HARASSMENT	Date:

REPORTING PROCEDURES FOR WORKER AND SUPERVISOR

1. Remove yourself immediately from the incident.
2. Report incident or complaint to supervisor immediately. If the supervisor is the alleged bully and harasser, report directly to your JOHS Committee Representative, Human Resource Manager or WorkSafeBC prevention information line at 1-888-621-7233. Employees will not be fired, reprimanded, suspended or have their job affected in any way as a consequence of their complaints.
3. If step 2 is not practicable, complete the Workplace Bullying & Harassment Complaint form. This can be done anonymously and send to the Employer.
4. Adhere to the instructions from your supervisor and the following steps:
   • Where to wait when the investigation is underway.
   • Complete a statement of occurrence, including occurrences leading to the act of bullying and harassment and any witnesses.

INVESTIGATION PROCEDURE

1. Remove the worker away from the incident. If there are multiple workers involved, separate them and ask them to wait in separate areas. When necessary, ask for assistance from other supervisors to assist when dealing with multiple workers.
2. Direct the worker to wait in a safe area.
3. Ensure the worker is calm before commencing further. If adverse symptoms are noted, offer the worker to contact Crisis Support line at 800-624-2928 or Prevention Line at 888-621-7233.
4. Ask the worker to complete a statement of incident or complaint.
5. Review the statement provided and interview the worker to ensure all information is correct and included such as:
   • Name, address and contact information of worker
   • Events, task worker was doing before the incident or complaint occurred.
   • What lead to the incident or complaint?
   • Any witnesses, if so, name and contact information is required.
   • Anyone else involved, if so, name and contact information is required.
6. Interview all witnesses and others involved, if applicable. Follow steps 2-5.
7. Depending on the incident and complaint, make recommendation and corrective action (s) as required. If the investigation has not been concluded, temporary suspension may be required until the investigation is concluded.
8. Supervisor to follow up with the alleged bully and alleged victim, advised them of the findings.
9. Review incident with other workers in Toolbox meeting. DO NOT disclose any relevant information regarding the complaint to anyone outside of those involved.
10. Complete investigation report and submit to:
    1. Employer for review
    2. JOHS Committee
    3. Human Resource personnel

4. Additional Requirements / Comments

Management will review this procedure annually. This procedure must be posted at each site/workplace as required by WSBC. Reviews can be recorded below, or as part of the annual program review.

	SJP Acknowledgment	Doc ID: SJP-04-02
		Rev: 1.2
	Employee Sign-Off Record	Date:

Employee Name (Print)	Signature	Date
Arshdeep Singh
Badal dhakal
Bandeep Singh
Beerinder
Bhavkaran Singh
paramjeet Singh
Akashdeep Singh
Emmanuel Ackom
Gaganpreet Singh
Gursewak singh
Harjot Singh
Jasspreet Singh
Kamalpreet singh
Karan
Lovepreet Singh
Lovejeet Singh
Manjot Singh
Manwinder Singh
Manveer Singh
Mehakdeep Singh
Navkaran Singh
Paramveer Singh
Sukhmandeep Singh
Sukhraj Singh
Suraj Parkash Singh
Tinderpal Singh
Vijaypal Singh