To prepare for the possibility of workplace harassment and violence, managers should learn about the resolution process. This Resolution Process Flowchart for Managers summarizes the resolution process.
Navigate through the flowchart by clicking the “Next” button in the bottom right corner of each block.
Timeline: This process must be completed under one year.
You receive a notice of an occurrence of harassment and violence from one of your employees.
During the negotiated resolution, the principal party can continue with the resolution process if either of the following applies:
- The principal party and the designated recipient agree that the occurrence meets the definition of harassment and violence
- The principal party believes the occurrence meets the definition, but the designated recipient does not
Other avenues of resolution
The principal party and the responding party may attempt to resolve the occurrence by conciliation if they both agree to conciliation and to the choice of conciliator.
An investigation of the occurrence must be carried out if the principal party requests one. The responding party and the witness will have to participate.
After the investigation, the employer, or the designated recipient as the employer representative, will give the investigator's report to the principal party.
The following parties will also receive a copy of the report:
- The responding party
- The workplace committee or health and safety representative
The resolution process will end when any one of the following occurs:
- The principal party cannot be identified. During the initial review, the employer or the designated recipient is unable to identify the principal party.
- Agreement that the occurrence does not meet the definition. During the negotiated resolution, the principal party and the employer or designated recipient agree that the occurrence does not meet the definition of harassment and violence.
- Voluntary withdrawal of notice. The principal party decides to end the resolution process before the occurrence is resolved; the employer and the workplace committee or health and safety representative will then review and, if necessary, update the workplace assessment.
- Responding party not an employee or the employer. In a case where the responding party is not an employee or your employer, the employer and the workplace committee or health and safety representative review and, if necessary, update the workplace assessment
- Agreement of resolution through negotiated resolution or conciliation. The principal party agrees that the occurrence has been resolved through negotiated resolution or conciliation.
- Report recommendations implemented. The employer implements the recommendations in the investigator’s report.