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an investigation
Have the policy dated and signed by the most senior executive of the organization
Consider whether to combine your workplace policy on harassment with your workplace policy
on violence
Consider adopting Part I of the Ministry of Labour's Code of Practice
2. Develop and maintain a workplace program addressing harassment, including sexual
harassment
Prepare a written program (all workplaces, regardless of size)
Consult your health and safety representative (workplaces with 6-19 workers) or joint health and
safety committee (workplaces with 20 or more workers) on the development and maintenance of
the program
Review as often as needed, or at least annually
Check the Ontario Ministry of Labour website for any new requirements
The program should contain:
The OHSA definitions of "workplace harassment" and "workplace sexual harassment", and
what is not considered to be harassment
Measures and procedures for workers to report incidents of workplace harassment to the supervisor
or the employer:
Outline how verbal reports should be made and who will create a record of a verbal report
Outline how written reports should be made, e.g. any form to be used, how and to whom the
report should be submitted
Measures and procedures for workers to report incidents of workplace harassment to someone else
if the alleged harasser is the supervisor or the employer
How incidents or complaints of workplace harassment will be investigated and dealt with:
Indicate who is responsible for assigning someone to investigate
Indicate how quickly an investigation will be started once a complaint has been received
Indicate how investigations will be carried out
Indicate the corrective actions that may be taken if the investigation finds that workplace
harassment has occurred, by referencing your progressive discipline policy
How information is gathered during an investigation will be protected:
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