Presidents’ Conference
March 2013

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To build on the experience and knowledge of union leaders in order to better understand the differences between bullying and harassment and to equip them with shared knowledge and legal information so that they can eliminate bullying from our workplaces.
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COERCION & THREATS
◦ Threaten/issue unfair warning or performance assessment/work;
◦ Unreasonable demands and/or consequences, etc.
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INTIMIDATION
◦ Instill fear by verbal/physical aggression;
◦ Excessive micromanagement, etc.
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EMOTIONAL ABUSE
◦ Put down;
◦ Silent treatment;
◦ Humiliation & disrespect;
◦ Name calling, etc.
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ISOLATION
◦ Exclude from social gatherings & important meetings;
◦ Ignore for long periods;
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MINIMIZE, DENY & BLAME
◦ Make light of abuse;
◦ Accuse target of hypersensitivity, etc.
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SUPERVISORY PRIVILEGE (Abuse of Power)
◦ Take credit for target’s work;
◦ Withhold necessary instruction/feedback, etc.
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ECONOMIC ABUSE
◦ Threats of demotion/dismissal to control target;
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OTHERS
◦ Create conflict w. Target’s co-workers to incite mobbing;
◦ Co-op senior managers and HR as allies in bullying, etc.
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BULLYING – “VIOLENCE”
Action
Abusive/Aggressive Conduct
Threat
Bullying
Teasing
Gesture
Reasonably be expected
To cause harm, injury, illness
HARASSMENT
Conduct
Behaviour
Threat
Intimidation
Comment
Display that demeans, belittles, humiliation or embarrassment
Reasonable person
Which detrimentally affect individual well-being in the work environment
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1)
2)
CRA Work Place Violence Prevention Policy
CRA Preventing and Resolving Harassment
Policy
3)
Collective Agreement between CRA and
PSAC, expiry date of October 31, 2012
• Article 19 – No Discrimination; and
• Article 20 – Sexual Harassment
4)
Canadian Human Rights Act
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35% of workers have experienced bullying firsthand 1
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62% of bullies are men; 58% of targets are women 1
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Women bullies target women in 80% of cases 1
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The majority (68%) of bullying is same-gender harassment 1
1 Results of the 2010, Workplace Bullying Survey – Workplace Bullying Institute U.S.
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1
From whom:
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54% - Co-workers
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82% - Individuals with authority over the victim
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10% - Individuals working for the victim
1 2011 Public Service Employee Survey Organizational Results: Public Service of Canada http://www.tbs-sct.gc.ca/pses-saff/2011/results-resultats/bq-pq/00/org-eng.aspx
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1
From whom:
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63% - Co-workers
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67% - Individuals with authority over the victim
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14% - Individuals working for the victim
1 2011 Public Service Employee Survey Organizational Results: Public Service of Canada http://www.tbs-sct.gc.ca/pses-saff/2011/results-resultats/bq-pq/00/org-eng.aspx
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◦ http://www.ute-sei.org/English/committees/harassment/toolbox/definitionsrecourses-processes.cfm
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◦ http://www.ute-sei.org/English/committees/harassment/toolbox/characteristicsharassor-bully-victim.cfm
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◦ http://www.ute-sei.org/English/committees/harassment/toolbox/warningsignals-checklist.cfm
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
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CRA Work Place Violence Prevention Policy
Canada Occupational Health and Safety Regulation – Part XX Violence Prevention in the Work Place http://laws-lois.justice.gc.ca/eng/regulations/SOR-86-304/page-114.html#h-313
CRA Preventing and Resolving Harassment Policy
Canadian Centre for Occupational Health and Safety – Bullying in the Workplace http://www.ccohs.ca/oshanswers/psychosocial/bullying.html
Canadian Human Rights Commission – http://laws-lois.justice.gc.ca/eng/acts/H-6/FullText.html
PSAC – Workshop on Bullying and Harassment: Forms of Workplace Violence
Mobbing – Emotional Abuse in the American Workplace – N. Davenport, Ph. D., R.
Distler Schwartz, G. Pursell Elliott – 1999
Duluth Model Power and Control Wheel – http://theduluthmodel.org/wheelgallery.php
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