Case Studies for Workplace Harassment and Violence Prevention

The following Workplace Harassment and Violence Prevention (WHVP) case scenarios illustrate the possible resolutions when reporting an occurrence.

• For support in submitting a notice of occurrence, please contact the Designated Recipient Unit.
• For advice or guidance on the WHVP process, or if you are a chain of command/manager, please contact the WHVP Center of Expertise (CoE).

• 1. Discrimination : based on Gender/Expression

  A DND employee confronted a CAF member with painted fingernails and asked, "What do you have on your fingernails?" and continued with "Where is your skirt and high heels?" adding "Your unit seems to be a little light in the loafers".

  The CAF member filed a Notice of Occurrence about the incident and submitted it to their Chain of Command (CoC). The CoC then informed the WHVP Center of Expertise of the NoO for tracking and assigned a Program Officer (PO) to guide and support them through the WHVP process.

  The CAF member met with their CoC to discuss the occurrence and its impact. They determined that the incident met the definition of harassment and violence. The CoC sought input from the CAF member on resolving the occurrence and its circumstances. Together they initiated a negotiated resolution, as part of the WHVP process, to identify preventive measures for the workplace.

  The CAF member noted the DND employee was a retired CAF member and may not be aware of the updated CAF Dress Instructions from September 2022. The DND employee's CoC/manager was informed of the occurrence and available training on work-related matters and issues experienced by two-Spirit, lesbian, gay, bisexual, transgender, queer and intersex (2SLGBTQI+) communities. Respect and civility training was also recommended. The CAF member's CoC conducted a WHVP assessment with the local Safety committee to identify other discrimination risk factors and preventive measures.

• 2. Harassment and violence from another Defence Team member

  A food services attendant working at a Canadian Armed Forces dining hall informed two diners that they were going the wrong way through the cashier line up. The diners ignored the attendant and kept going in the same direction. The attendant called after the diners, saying "Excuse me" several times to gain their attention.

  One of the diners turned back and approached the attendant and said, "Excuse me sir, don't yell at me!" The attendant, a woman, replied "It's Ma'am." The diner responded by saying "What are you going to do to me now, Sir?" repeating the question louder and louder intimidating the attendant.

  The attendant submitted a Notice of Occurrence to her manager. The manager met with the attendant to discuss the occurrence and the impact it had on her. Together the food services attendant and the manager identified the root causes of the incident where it was perceived that abusive behaviours were tolerated.

  Through negotiated resolution, which is an opportunity to have an informal, collaborative and positive discussion to find resolutions, the manager and food service attendant developed a list of measures to prevent future incidents of this nature. The measures included:

  • Educating diners on kitchen rules upon arrival
  • Briefing students on respect and civility
  • Reviewing rules for food service attendants
  • Considering pronouns on nametags
  • Reviewing outdated restrictions to avoid aggravating diners

  The WHVP process helped the attendant and manager set behavioral expectations for diners and review risk factors for both staff and diners to ensure preventive measures are implemented to foster a safer environment for all.

• 3. Harassment and Violence from a Chain of Command (CoC)/Manager

  A maintenance technician was prevented from taking a vocational course listed in their training plan. The supervisor deemed the course unnecessary and should have been completed already. The supervisor also threatened the technician, demanding they keep confidential any information overheard during unauthorized meetings in the workplace.

  The technician submitted a Notice of Occurrence. As the named occurrences were made by a supervisor, the NoO was reported to the WHVP Designated Recipient Unit, as per DAOD 5014-0 and the policy manual.

  A Designated Recipient (DR) initiated contact with the technician and scheduled a meeting to discuss the events leading to the notice of occurrence, the WHVP process, and the resolution options and supports available. In a subsequent meeting, the DR assisted the technician in identifying an employer representative (CoC/manager) with whom they felt comfortable discussing the occurrences and identifying preventive measures.

  The DR prepared the technician for a negotiated resolution meeting with the identified employer representative by explaining the negotiated resolution process, which includes sharing the occurrence and its impact, and proposing preventive measures to prevent reoccurrence. When the technician felt ready to proceed, the DR facilitated the negotiated resolution process between the maintenance technician and the employer representative.

  The agreed-upon measures included transferring responsibility for scheduling the maintenance technician's training to the employer representative, reminding the supervisor of meeting policies, and arranging shifts to minimize the supervisor's direct oversight of the technician. Additionally, the technician requested conciliation/Alternative Dispute Resolution (ADR) with the local Conflict and Complaint Management Services (CCMS) office to work with their supervisor on finding a way forward in their working relationship.

• 4. Harassment and Violence in the field or on exercise

  A CAF member reported a Notice of Occurrence to the Designated Recipient Unit, naming their Chain of Command (CoC) regarding an incident during an exercise. The CAF member's home unit visited another unit for the exercise. While their CoC gave directed orders and occasionally raised their voice to ensure engagement, the CoC of the host unit persistently yelled at and belittled all members in front of both units. This made the CAF member feel very uncomfortable and fearful of being targeted next. The CAF member expressed feeling unsafe about returning to this host unit for future exercises.

  After reviewing the definition of harassment and violence. The Designated Recipient (DR) facilitated a negotiated resolution with the CAF member and their CoC, as the member felt safe proceeding with them. Together, they identified the following preventive measures:

  • Sending out communication regarding mandatory respect and civility training
  • Emphasizing respect for DND and CF Code of Values and Ethicsand the Canadian Armed Forces Ethos: Trusted to Serve
  • The CoC meeting with the identified CoC to discuss the impact of their behavior on the workplace and identify measures to prevent recurrence

  Following the implementation of these measures, the CAF member felt more reassured about participating in future exercises.