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of the results of the investigation and of any corrective action that has been or will be taken
If the alleged harasser is another worker, how he/she will be informed in writing of the results of the
investigation and of any corrective action that has been or will be taken
Develop document templates or outlines, e.g.:
Information to be included in a report of an incident
Interview templates
Information to be included in a final investigation report
Consider adopting Part II of the Ministry of Labour's Code of Practice
3. Conduct Investigations
Every complaint or incident must be investigated
Follow your own workplace program's requirements for protecting the confidentiality of
information gathered about the incident or complaint, including identifying information about
individuals
Ensure investigations are timely, thorough, and fair to all parties
See the tip sheet called: "Workplace Harassment Investigations – Tips for Employers "(see page
105)
Consider adopting Part III of the Ministry of Labour's Code of Practice
4. Provide Information
Employers must provide a written report of the investigation results AND of any corrective action,
either already taken or to be taken, to:
The worker who has allegedly experienced workplace harassment
The alleged harasser IF he/she is another worker
5. Provide regular training
Ensure every worker is trained on your workplace policy and program relating to workplace
harassment
Prepare a training program that covers who needs to be trained, training topics, frequency of
training, and maintenance of training records
Review your training program regularly:
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