Table 3 – Recommended Good Practices for Supplementary Training; Optional
Recommended good practices for supplementary training; these recommendations are not required by law, so are entirely
optional at your discretion.
Supplementary Training – Recommended Good Practices
Supervisors, Managers, Executives, Board Members Health and Safety Representative OR Joint
Health and Safety Committee Members
In-house Investigators (e.g. human
resource specialists)
How to create and maintain a safe and healthy
workplace, free from harassment
o Psychosocial factors
o Physical factors
o People management skills
Understanding the power dynamic between
workers and someone in a position of authority
What to do if you
o Witness one of your workers being harassed
o Receive a written complaint
o Receive a verbal report of an incident
o How to treat casual verbal remarks as a report
How to keep disclosures and investigations
confidential
Supervisors'/managers' heightened responsibility
to cooperate with an investigation
Understand the impact an allegation can have
on the workforce (perceptions, biases, stigma,
culture, etc.)
How to handle cases that may not be "workplace
harassment" under OHSA
Board members' responsibilities under s.32 of
OHSA; fiduciary responsibility
Role of HSR/JHSC
Role of union(s), where applicable
Limitations on information-sharing
Understanding the contents of the
workplace harassment policy and
program including processes for
investigations and confidentiality
How to assess what information
needs to be gathered
How to conduct interviews
What measures to take to keep
information confidential
Cautionary note: harassment
complaints may well involve
issues very different from other
investigations required by OHSA.
Be alert to the possibility that you
may benefit from looking into
investigation techniques developed
for other types of issues.
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