Updated: August 14, 2023

WHAT IS BULLYING AND HARRASSMENT?

What makes for bullying and harassment in the workplace can be dependent on context but is generally defined as behaviour that humiliates or intimidates, such as:

  • Verbal aggression, name-calling, personal attacks on a person’s private life and/or personal traits
  • Vandalizing personal belongings or carrying out offensive initiation practices or hazing
  • Sabotaging work, creating and/or spreading malicious rumours, in person or online
  • Cyber-bullying, including sending harassing emails or text messages, or posting false, humiliating  or intimidating information on social media or other websites
  • Aggressive and/or threatening gestures
  • Any inappropriate conduct or comment that the person knew, or should have known, would cause humiliation or intimidation

Workplace bullying and harassment can be:

  • Directed towards a colleague, subordinate, or a manager or supervisor
  • Between a worker and non-worker, when dealing with the public
  • Between workers from different departments on the crew
  • By a group of people or one individual towards another person or group

Intent is not a factor when considering if behaviour constitutes bullying and harassment. Anyone engaging in offensive behaviour cannot be willfully blind to its effects, nor can the behaviour be excused because the person didn’t intend to humiliate or intimidate the worker.

WHAT IS SEXUAL HARASSMENT?
Sexual harassment in the workplace can be defined as:

  • Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or:
  • Making a sexual solicitation or advance where the person making it is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

WHAT IS WORKPLACE VIOLENCE?
Workplace violence is the exercise, or attempt to exercise physical force against a worker, in a workplace, that causes or could cause physical injury to the worker. It can include a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force, that could cause physical injury to the worker.

Assault is a crime. If you are experiencing workplace violence, take immediate steps to protect yourself, such as calling 911 or the HAVEN Helpline: 1-855-201-7823

WHAT LOCATIONS CONSTITUTE THE WORKPLACE?
Anywhere related to your employment can be considered the workplace, whether that be set, the production office, crew park, distant locations and accommodations, interviews, industry events or wrap parties or going out with colleagues after work. 

WHAT IS NOT BULLYING AND HARRASSMENT?

  • Expressing differences of opinion
  • Offering constructive feedback or direction
  • Management of employees with regard to duties, work instruction and supervision, and deadlines
  • Work evaluation, discipline, suspensions or terminations
  • Layoffs, promotions, and reorganization
  • Making a legitimate complaint through established procedures about another worker’s conduct
  • Collective Agreement violations

RIGHTS AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES
Under Worksafe BC legislation, Employers are obligated to:

  • Have a workplace policy statement that bullying is not tolerated
  • Prevent or minimize bullying and harassment
  • Have procedures for workers to report bullying and harassment, including how to report if the Employer or supervisor is engaging in bullying and harassment
  • Develop procedures for investigating and dealing with incidents and complaints
  • Investigate all incidents of bullying and harassment in the workplace
  • Train workers and supervisors regarding bullying and harassment
  • Not take any retaliatory action as the result of a legitimate complaint

For more information, visit WorkSafe BC’s guidelines.

Employee responsibilities include:

  • Not engaging in the bullying and harassment of others
  • Reporting any workplace bullying and harassing behaviours they experience or observe
  • Complying with the Employer’s policies and procedures
  • Supervisors must not bully and harass others, and are responsible for ensuring members of their crew do not bully and harass others.

Employees have the right to access the Employer’s published policies and procedures.

THE ROLE OF THE DGC BC WITH REGARD TO BULLYING AND HARASSMENT ISSUES

  • It is the Employer’s responsibility to maintain a safe working environment, and to conduct investigations when required. However, you are always welcome and encouraged to talk to the DGC BC Labour Department in confidence first, to walk you through your various options. 
  • We hold the Employer accountable for implementing and applying their bullying and harassment policies and applicable legislation.
  • We continually monitor respectful workplace issues, and have a role in educating Members and future Members in ongoing training for entry level and supervisory positions.
  • We represent crew working in all DGC BC Classifications (whether they are Members or not) during any investigation.
  • Per Article 10.10 of our Collective Agreement, the Employer shall allow a representative of the Guild to be present during any investigatory interviews or meetings which may lead to the discipline of a DGC BC crew member. It is in your interest to call us if requested to be questioned in an investigation. We can assist and advocate on your behalf through the investigation process, whether you are the complainant, or the person being investigated.

STRATEGIES TO REDUCE BULLYING AND HARASSMENT AT WORK

  • Be familiar with and follow all employer bullying and harassment policies.
  • If you witness bullying and harassment, and feel safe to do so, tell the bully to stop. Make the bully aware that their behaviour is not acceptable and won’t be tolerated.
  • Stay calm. Be specific about the behaviour that’s inappropriate. Be clear that the behaviour is unwanted and unacceptable.
  • Listen with empathy. Don’t gossip. Don’t retaliate.
  • Write down details of incidents, including place, time, date and possible witnesses in case behaviour escalates and you want to file a complaint at a later time.
  • Check out the Worksafe BC website for more tips and information about workplace bullying and harassment.

PROCEDURES FOR HANDLING WORKPLACE PROBLEMS

  • Report bullying and harassment that you experience or witness in the workplace to your supervisor or Department Head. If that is problematic, go to the Production Manager or call the DGC BC.
  • Where a crew member is unable or unwilling to report bullying and harassment directly to the employer, the DGC BC can contact the employer on the crew member’s behalf.
  • Follow the complaint process outlined in the Employer's bullying and harassment policy.
  • No employee shall be discriminated against for making a complaint.
  • To report an issue anonymously, use the DGC BC Anonymous Hotline (via phone 604-682-1100 or electronic submission). Be aware that if you report an issue anonymously, it does limit the options for the DGC BC to intervene on your behalf.
  • It is not the role of the DGC BC to penalize Members for engaging in workplace bullying or harassment. It is the role of the employer to set the appropriate discipline for employees who engage in workplace bullying and harassment. It is the role of the DGC BC to: ensure the employer abides by their bullying and harassment policy and applicable legislation, and assist and advocate for Members in the process of an investigation.
  • Please also see DGC BC Bylaws regarding conduct unbecoming a Member in Sections 14 and 15.

Reminder: Everyone working under a DGC BC classification has a duty to uphold the articles of the Collective Agreement. If you have any questions about the Collective Agreement, call the DGC BC office to clarify.

RESOURCES AVAILABLE

  • Call us! (604-688-2976) and ask for the Labour Department. All calls are by default confidential and we will not take any action without your knowledge and consent.
  • Member Assistance Program: www.workhealthlife.com 1-800-387-4765 (24/7 toll-free)
  • WorkSafe BC materials
  • DGC BC Anonymous hotline via phone 604-682-1100 (there is no call display or ability to retrieve incoming call information from this number, including by *69) or through electronic submission
  • HAVEN (Harassment, Anti-Racism and Violence Emergency Network) hotline: 1-855-201-7823. A 24/7 hotline for immediate counselling and reporting, available to Members and Permittees alike.
  • SafeWorkplaces.ca
  • AfterMeToo
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