What are my options?
Important Notice !
Bill C-65, an Act to amend the Canada Labour Code and protect employees from harassment and violence in federal workplaces, came into force on January 1, 2021.
The content on this page may not reflect the most up to date information during the transition to the new regulatory framework.
For the latest information, employees and managers are encouraged to contact the Harassment and Violence Centre of Expertise (HVCE).
Option 1: Talk to the person in question
Misunderstandings occur in the workplace, and it may be beneficial to express your discomfort or disagreement directly with the person. This approach fosters mutual understanding and maintains relationships in the workplace.
To prepare yourself for having a difficult conversation, you can request help with:
- A specialist in informal conflict management from the organization
- A union representative
- Employee Assistance Program
- Office of Values and Ethics
Option 2: Speak with your manager or their superior
Harassment accusations are serious, this is why management has a responsibility to take action. This means that you cannot ask your manager not to take action or to remain anonymous.
Here are some tips to help you (4-step process for communicating):
- Share your observations (concrete facts)
- Explain how you feel in this situation
- Express your needs
- Clearly state what outcome you want (in a respectful manner)
Option 3: Contact the Office of Informal Conflict Management (OICM)
The OICM offers consulting services that allow you to talk about your difficult situation with practitioners who will steer you toward the different processes. In addition to services such as mediation and facilitated conversation, the OICM also offers coaching to prepare you to have a difficult discussion with a manager or with a co-worker.
For more information, refer to Conflict Prevention and Resolution Services.
Option 4: Contact the Harassment Centre of Expertise
Contact an advisor
We suggest that you get in touch with the harassment advisors for consultation purposes and obtain a complaint form if you wish to do so. The advisors will be able to steer you toward the appropriate solutions for your situation.
Filing a harassment complaint
Access to a formal resolution process is valuable to address harassment allegations, however, it is not always the most effective means of resolving issues. The formal process is fundamentally antagonistic and focuses on determining who is right and who is wrong rather than on meeting the needs and interests of the parties involved. In many cases, informal processes provide more satisfactory outcomes for all parties which is why we encourage this approach whenever possible. If the issue cannot be resolved informally, or if the parties decide at any moment to withdraw from the informal process to pursue a formal one, the complainant may, within the applicable time period, file a harassment complaint.
Before filing a complaint, you are encouraged to speak with an HCE advisor to learn about all of the options available to you. If you decide to proceed with a formal complaint, an advisor will be assigned to guide you through the process.
The complaint must be filed within 12 months of the last harassment incident. Note that time spent on informal resolution efforts is taken into consideration when calculating the time period.
5-step process:
When a complaint is filed, the HCE follows the 5-step process outlined in the TBS Guide on Applying the Harassment Resolution Process. Our advisors work with you, the other party(ies) and with the appropriate level of management throughout the entire process to ensure the situation is resolved and that the well-being of your workplace is restored.
Important
Are you wondering if the situation that you are experiencing is harassment? Fill out the self-assessment questionnaire below to help you determine if it is harassment and whether filling a formal complaint is the appropriate solution for your situation. We also encourage you to contact an advisor for a consultation. They will answer your questions and offer you support.
Note: None of your answers will be recorded. This self-assessment questionnaire is simply to help you determine what type of situations you are experiencing (harassment, conflict, discrimination) in order to provide you with appropriate resources and support.
Other recourses for victims of harassment and violence
Grievance for harassment or discrimination under the applicable collective agreement
For more information, contact your union representative.
Discrimination complaint under the Canadian Human Rights Act
For more information, contact the Canadian Human Rights Commission.
Allegations of violence in the workplace under the Canada Labour Code
For more information, refer to Occupational Health and Safety procedures.
In emergency cases, contact the police services.