District #62 (Sooke)
Apr. 11/95; Nov. 2/05; Mar. 28/06; May 24/16
Feb. 16/16; Apr. 18/16;
1. The school district is committed to taking steps to prevent where possible
or otherwise minimize workplace harassment.
2. All employees should report any incidents of
personal harassment in writing and cooperate in the investigation of such
complaints to their direct supervisor, unless the supervisor is the person
about whom the complaint is being lodged, in which case the report should be
submitted to the supervisor’s supervisor.
(See Harassment Report form, Appendix A.)
3. When a written complaint of personal
harassment is received, the supervisor/Administrator must send a copy to Human
Resources and must undertake an investigation in a timely and efficient
manner. If the supervisor/administrator
is unable to resolve the situation, the Human Resources Executive Director or
designate will review, with a mandate to determine whether harassment or
bullying occurred. If he/she is unable to find a satisfactory resolution,
WorkSafeBC will be asked to provide assistance.
4. The standard of proof to be applied in an
investigation is whether the reported event(s) occurred within the balance of
probabilities. This means that on the evidence provided, the occurrence of the
event was more likely than not.
provisions of this policy shall be communicated to all employees such that:
6. All new employees will be provided with a
copy of this policy as soon as they are hired and a copy is available on the
District’s intranet site for parents and other community members.
7. This policy and its regulations and
procedures shall be reviewed annually by the District Health and Safety
Committee. Suggestions for changes to
ensure its effectiveness shall be submitted to the Education Standing Committee
of the Board for adoption.
Individuals – School
District No. 62 Staff, trustees, parents, volunteers and members of the
community having contact with schools shall:
Human Resources Executive Director
District Principals, Principals, Managers, Supervisors
Human Resources Administration Staff
District Joint Health and Safety Committees
encouraged to resolve the issue with the individual involved whenever possible.
attempts to resolve the issue have not been successful submit a written
complaint form to your supervisor. (See
Appendix A for blank form). The
Supervisor must investigate the complaint in a timely fashion.
Note: Any behaviour which results in an employee
filing for a WorkSafeBC claim must
be reported to Human Resources.
attempts to resolve the issue have not been successful, the Supervisor shall
forward the formal complaint to the Human Resources Executive Director. If the Human Resources Executive Director is
the cause of the complaint the formal complaint form should be submitted to the
attempts to resolve the issue have not been successful, the Human Resources
Executive Director (or Superintendent) will contact WorkSafeBC for
complainant who feels that this process has not been adhered to can register a
complaint with WorkSafeBC. For further
information see their website: https://www2.worksafebc.com/Topics/BullyingAndHarassment/Resources.asp?reportID=37280
complaints will not be investigated. The district is committed to safeguarding
all employees who file complaints from retaliation or reprisal.
or vexatious complaints will be dealt with in an appropriate manner and could
result in discipline up to and including dismissal for an employee and
suspension/expulsion for a student.
will not be considered under more than one resolution process at a time. This
policy does not prevent an individual from pursuing action through alternate
resolution procedures; however there is no entitlement to duplication of
process. This means that:
The Board and those involved in the complaint
process on its behalf will maintain confidentiality throughout the complaint
process to the extent possible under the circumstances. Personal information pertaining to a
complaint will not be disclosed except as required by law.
Failure to maintain confidentiality may result in
the Board taking disciplinary action.
If the Board determines that the safety of an
individual is at risk the procedures and rights outlined in this policy,
including confidentiality, may be set aside.
With the exception of discipline, censure or
suspension, all records related to the complaint in any way will be held in the
strictest confidence in a file separate from an employee’s personnel file in
When a formal complaint of personal
harassment has been made, subject to the specific situation, the range of
remedies for the complainant, if the complaint is upheld, may include, but are
not limited to the following:
6. Record Keeping
All records of Formal complaints, including
any and all oral or written information gathered, received, or compiled
throughout the Formal Process shall be maintained by the Human Resources
Executive Director or designate in a secured confidential file.
All records shall remain on file for seven (7) years, after which
they shall be destroyed.
Employees may appeal the findings
of the investigation as per the Collective Agreements or WorkSafeBC.
All others may appeal the
findings and/or resolutions of the investigation to the Board of School
All new employees hired will be given a copy
of this Policy and Regulations document by Human Resources and will be required
to complete Personal Harassment and Bullying Awareness online training.
A brochure explaining this policy and its
regulations and procedures will be made available in school, at the School
Board Office and on the School District website for parents and other community
members. (see Appendix B)
Name and contact information of complainant
Name of alleged harasser
describe in as much detail as possible the bullying and harassment incident(s),
names of the parties involved
witnesses to the incident(s)
location, date, and time of the incident(s)
about the incident(s) (behaviour and/or words used)
additional details that would help with an investigation
Attach any supporting documents, such
as emails, handwritten notes, or photographs. Physical evidence, such as
vandalized personal belongings, can also be submitted.
Workplace Awareness Brochure for Parents, Volunteers and Community Members
(on following 2 pages)
the Workers Compensation Act employers, workers, and supervisors have
duties to ensure or protect the health and safety of workplace parties. These
obligations include preventing and addressing workplace bullying and harassment
and sexual harassment.
Occupational Health and Safety policies relating to workplace bullying and
harassment that became effective November 1, 2013.
What are my responsibilities as a worker?
Preventing Workplace Bullying and Harassment
has a responsibility to create and maintain a respectful work environment.
I go for more information?
(Personal and Sexual Harassment)
School District No.
Human Resources Department
3143 Jacklin Road,
Victoria, BC V9B 5R1
Ph: 250-474-9859 Fax: 250-474-9893
What is personal harassment?
What is sexual harassment?
that is made by a person who knows or who ought reasonably to know
such behaviour is unwelcome;
What to do
if you think you are being personally or sexually harassed
issue cannot be resolved,