Frequently Asked Questions

Yes. Leaving your job does not automatically mean that you lose your right to seek recourse.

In some situations, you may still be able to file a complaint or pursue other legal remedies, provided that you do so within the time limits established by law.

If you left your job because of workplace harassment, or if you are unsure about your rights, contact your union representative as soon as possible. They can help you understand the options available to you and provide guidance based on your specific situation.

You do not have to face this situation alone.

If you believe you are experiencing workplace harassment, contact your union representative as soon as possible. They can explain your rights, support you throughout the process, and direct you to the appropriate resources.

Depending on your situation, you may also be able to receive support from your employer, your Employee Assistance Program (EAP), a specialized support organization, or Québec’s CNESST.

When a harassment complaint is filed, the employer must assess the situation and take the appropriate steps.

Depending on the circumstances, the investigation may be conducted by an internal investigator or an independent external investigator. The individuals involved are interviewed so that their accounts of the events and any available evidence can be gathered.

To ensure everyone’s safety and preserve the integrity of the investigation process, the employer may also implement temporary measures while the investigation is underway. Depending on the circumstances, these measures may include changes to work schedules, temporary modifications to job duties or, in some cases, temporarily removing one of the individuals involved from the workplace. These measures are preventive in nature and should not be interpreted as a finding or conclusion regarding the validity of the complaint.

The purpose of the investigation is to establish the facts in a fair, impartial, and confidential manner in order to determine whether workplace harassment has occurred and what corrective measures, if any, should be taken.

The length of an investigation may vary depending on the complexity of the case.

Every worker has the right to a healthy, respectful, and harassment-free workplace.

Employers have a legal obligation to take reasonable steps to prevent workplace harassment and, when they become aware of a situation, to take appropriate action to stop it. They must also establish a policy for the prevention of workplace harassment and the handling of complaints.

You also have the right to report workplace harassment without fear of retaliation and to be supported by your union throughout the process.

If you believe you are experiencing workplace harassment, it is important to act promptly.

If the situation allows and you feel safe doing so, you may tell the person responsible that their behaviour is unacceptable and must stop. However, this is not a requirement and may not be appropriate in every situation.

It is also recommended that you keep a record of the incidents, including dates, times, locations, witnesses, emails, text messages, or any other information that may help document what has occurred.

You should also speak with your union representative or another trusted person in your workplace. The sooner a situation is addressed, the easier it is generally to stop the behaviour and ensure that you receive the appropriate support.

Not every conflict, disagreement, or unpleasant comment amounts to workplace harassment.

For example, an isolated disagreement, normal performance management, the legitimate exercise of management rights, or respectful constructive feedback are generally not considered harassment.

On the other hand, repeated behaviours such as humiliation, insults, bullying, threats, deliberately isolating a person, discriminatory remarks, or unwanted sexual advances may constitute harassment. In some situations, a single serious incident may also be considered harassment if it has a lasting harmful effect on the person affected.

If you are unsure whether the situation you are experiencing constitutes harassment, do not hesitate to contact your union representative. They can help you assess the situation and explain the options and remedies available to you.

Workplace harassment is vexatious conduct that takes the form of unwelcome or hostile comments, actions, behaviours, or written communications. When repeated, these behaviours undermine a person’s dignity or psychological or physical integrity and create a harmful work environment.

In some situations, a single serious incident may also constitute harassment if it has a lasting harmful effect on the person affected.

Harassment may come from a manager, a co-worker, a client, a supplier, or any other person present in the workplace. It can take many forms, including psychological harassment, sexual harassment, or harassment based on a prohibited ground of discrimination.

No worker should have to endure this type of behaviour. If you believe you are experiencing workplace harassment, it is important to speak with your union representative or your employer as soon as possible so that you can learn about the options and remedies available to you.