RESPECTFUL WORKPLACE


WHAT IS BULLYING AND HARRASSMENT?

Bullying and harassment is behaviour that humiliates or intimidates, such as:

  • Verbal aggression, name-calling, personal attacks on a person’s private life and/or personal traits
  • Vandalizing personal belongings or carrying out offensive initiation practices or hazing
  • Sabotaging work, creating and/or spreading malicious rumours, in person or online
  • Cyber-bullying, including sending harassing emails or text messages, or posting false, humiliating  or intimidating information on social media or other websites
  • Aggressive and/or threatening gestures
  • Any inappropriate conduct or comment that the person knew, or should have known, would cause humiliation or intimidation

Workplace bullying and harassment can be:

  • directed towards a colleague, subordinate, or a manager or supervisor
  • between a worker and non-worker, when dealing with the public
  • between workers from different departments on the crew
  • by a group of people or one individual towards another person or group

Intent is not a factor when considering if behaviour constitutes bullying and harassment. Anyone engaging in offensive behaviour cannot be willfully blind to its effects, nor can the behaviour be excused because the person didn’t intend to humiliate or intimidate the worker.


WHAT IS NOT BULLYING AND HARRASSMENT?

  • Expressing differences of opinion
  • Offering constructive feedback or direction
  • Management of employees with regard to duties, work instruction and supervision, and deadlines
  • Work evaluation, discipline, suspensions or terminations
  • Layoffs, transfers, promotions, and reorganization
  • Making a legitimate complaint through established procedures about another worker’s conduct
  • Collective Agreement infractions

 

RIGHTS AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

 

Under Worksafe BC legislation, Employers are obligated to:

  • Have a workplace policy statement that bullying is not tolerated
  • Prevent or minimize bullying and harassment
  • Have procedures for workers to report bullying and harassment, including how to report if the employer or supervisor is engaging in bullying and harassment
  • Develop procedures for investigating and dealing with incidents and complaints
  • Investigate all incidents of bullying and harassment in the workplace
  • Train workers and supervisors regarding bullying and harassment

For more information, visit WorkSafe BC’s guidelines.

Employee responsibilities include:

  • Not engaging in the bullying and harassment of others
  • Reporting any workplace bullying and harassing behaviours they experience or observe
  • Complying with the Employer’s policies and procedures
  • Supervisors must not bully and harass others, and are responsible for ensuring members of their crew do not bully and harass others.

Employees have the right to access to the Employer’s published policies and procedures.

 

THE ROLE OF THE DGC BC WITH REGARD TO BULLYING AND HARASSMENT ISSUES

 

  • The Directors Guild of Canada BC is not the Employer. The DGC BC cannot control the Employer’s workplace, and does not have the legal authority to independently investigate issues in the Employer’s workplace. We conduct our own internal investigation.
  • We hold the Employer accountable for implementing and applying their bullying and harassment policies and applicable legislation.
  • We continually monitor respectful workplace issues, and have a role in educating Members and future Members in ongoing training for entry level and supervisory positions.
  • We represent crew working in all DGC BC Classifications (whether they are full Members or not) during any investigation.
  • Per Article 10.10 of our Collective Agreement, the Employer shall allow a representative of the Guild to be present during any investigatory interviews or meetings which may lead to the discipline of a DGC BC crew member. We assist and advocate on behalf of the Member through the process of an investigation, whether they are the complainant or the person being investigated.

 

 RESOURCES AVAILABLE

 

  • Member Assistance Program: Shepell fgi  
  • Worksafe BC materials
  • The DGC BC assists and advocates for members during investigative and discipline proceedings
  • Anonymous hotline: 604 682 1100 (There is no call display or ability to retrieve incoming call information from this number, including by *69.)

 

 

STRATEGIES TO REDUCE BULLYING AND HARASSMENT AT WORK

 

  • Be familiar with and follow all Employer bullying and harassment policies.
  • If you witness bullying and harassment, and feel safe to do so, tell the bully to stop. Make the bully aware that their behaviour is not acceptable and won’t be tolerated.
  • Stay calm. Be specific about the behaviour that’s inappropriate. Be clear that the behaviour is unwanted and unacceptable.
  • Report bullying and harassment that you experience or witness in the workplace to your supervisor or Category Head.
  • Listen with empathy. Don’t gossip. Don’t retaliate.
  • Worksafe BC also has a website with tips and information about workplace bullying and harassment.

 

 

PROCEDURE FOR HANDLING WORKPLACE PROBLEMS

 

  • Article 10.1 (a) states: To handle problems during work, Employees shall first report any problems which arise on the job to the Category Head, who on behalf of the Union shall discuss the problem with the Employer’s representative. And 10.1 (b) When problems are reported and a mutually satisfactory resolution is not reached on the same day, then the Category Head or his or her designate shall contact the Union’s office for further discussion.
  • Follow the complaint process outlined in the Employer’s bullying and harassment policy.
  • No Employee shall be discriminated against for making a complaint.
  • Where a crew member is unable or unwilling to report bullying and harassment directly to the Employer, the Guild can contact the Employer on the crew member’s behalf.
  • To report an issue anonymously, use the DGC BC Anonymous Hotline: 604 682 1100. Be aware that if you report an issue anonymously, that limits the options for the DGC BC to intervene on your behalf.
  • It is not the role of the DGC BC to penalize Members for engaging in workplace bullying or harassment. It is the role of the Employer to set the appropriate discipline for Employees who engage in workplace bullying and harassment. It is the role of the DGC BC to: ensure the Employer abides by their bullying and harassment policy and applicable legislation, and assist and advocate for Members in the process of an investigation.
  • Please also see DGC BC Bylaws regarding conduct unbecoming a Member in Sections 14 and 15.

 

 

Reminder: Everyone working under a DGC BC classification has a duty to uphold the articles of the Collective Agreement. If you have any questions about the Collective Agreement, interpretation of articles, or what enabling requests may apply to the production you are working on, call the DGC BC office to clarify.