Harassment, Bullying & Violence

HOW WE CAN HELP:

  • TRAINING
    Group or individual training for managers and employees on understanding and preventing workplace harassment, bullying, and violence as well as on reintegrating employees back to work after an inconclusive harassment investigation. Customization for specific industry, work settings, or targeted areas in harassment and bullying can often be accommodated.
  • CASE CONSULT
    Consultation, intervention and support for managers dealing with concerns or cases involving harassment, abuse, and/or bullying.
  • COMPLAINT INVESTIGATION
    Objective investigation and resolution of harassment/bullying complaints.
  • COMPLIANCE AUDIT & POLICY DEVELOPMENT
    Harassment policy and practices review, compliance audit as well as policy and prevention strategy development.
  • INDIVIDUAL THERAPY & SUPPORT
    Individual therapy and recovery support for employees who have experienced and/or been traumatized by harassment, bullying, abuse, and violence in their personal or work life.

OUR PEOPLE, YOUR ADVANTAGE

Services in this domain are facilitated by experts in the field and seasoned clinicians, with significant experience helping employers deal with harassment and bullying issues/cases as well as working with impacted individuals in their repair, recovery, and restoration process. Insight also maintains an active roster of highly experienced employment and human rights lawyers who can provide legal assistance to you when needed.

For service and support contact us today.

 

Alberta’s Occupational Health and Safety legislation as well as those of most other jurisdictions have identified harassment (which includes bullying) and violence as safety hazards and harm from which employers must protect their employees. Alberta WCB also recognizes work-related stress, trauma, and other psychological injuries as eligible for presumptive coverage.

Legislation aside, workplace harassment, bullying, and violence can stem from, and more importantly can result in detrimental and long-term psychological effects as well as other serious physical harm for all parties impacted, be they the receiver, witness/bystander, or the perpetrator of the harassment, bullying, and violence.  Key statistics include the following:

  • The Canadian Mental Health Commission of Canada found that close to 50% of harassed and bullied employees experience mental health issues that would result in them being absent frequently and eventually making disability claims. These include but not limited to trauma, depression, and anxiety. Mental health problems in turn account for approximately 30% of short and long-term disability claims and are rated one of the top three drivers of claims by more than 80% of Canadian employers.
  • One study suggests that 35% of employees said they have been bullied at work and 17% quit their jobs because of bullying. Another study suggests that 15% have witnessed bullying, and 45% of people bullied suffer from stress-related problems.
  • According to Statistics Canada (2010), the cost of employee absence in Canada due to bullying and harassment is estimated to be $12 billion a year

As a whole, workplace harassment and bullying poisons relationships and the work environment, and the consequences may include distress in the workplace, increase in the rates of illness and injuries, relational distrust and dysfunction, drop in productivity, legal implications, costly resolution efforts, and the loss of valuable employees.

The following are outlines of some of our featured workshops: