Dealing with workplace harassment is emotionally exhausting, and rethinking one’s own behaviour can be very painful. Counselling needs to be available to targets, harassers, bystanders, supervisors and managers, and those in informal and formal helping roles. Sometimes it can be provided in-house, and sometimes referral to an outside EAP provider is more appropriate.

Both individuals and groups may need ongoing supportive coaching to help them replace unhelpful behaviours with more appropriate responses. To ensure that change takes root and that people don’t backslide into old habits, it’s valuable to have a trained person on hand who can rehearse and role-play with them, debrief about their attempts at implementing the new behaviours, and provide encouragement, fine-tuning, and troubleshooting throughout the change process.

Legal information
A frequent problem is that a highly placed bully will have greater access to legal resources than a target does. It is important that someone within the organization, who is both well informed and neutral, be available to help all parties to understand their options and support them in making informed choices about how to proceed. See: New Brunswick Courts Website, Legal glossary of terms

Union representation
The role of the union is to ensure that union members are made aware of their rights, understand the options available to them, and are provided with information and support in preparing their case. See RESOURCES Section, CUPE Equality Branch, Stop harassment: A guide for CUPE locals

Tackle complex or longstanding workplace bullying issues

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