Local 70008 – Abuse, Bullying & Harassment at Work
People who are mistreated at work don’t just “shake it off.” Stress, anxiety, and constant worry follow you home, affect your sleep, and strain family life. When fear and burnout set in, it can feel like you have no control and no options.
Local 70008 wants you to know: you do have options, and you don’t have to deal with this alone.
Talking to Local 70008
If you’re facing bullying, harassment, or abuse of authority:
- Your conversation is confidential.
We don’t contact management or take action unless you agree. - You stay in control.
We explain your rights and options; you decide what to do. - Not everything is a grievance.
Many issues can be addressed through:- Quiet union intervention or support
- Clarifying rights, roles, and expectations
- Harassment/violence processes
- Duty to Accommodate
- Mediation or facilitated discussions
- Reassignment or other workplace changes
Even if you’re unsure whether it “counts,” it’s worth a conversation.
What Is Harassment and Workplace Violence?
Workplace violence is not just physical assault. It includes any behaviour where someone is abused, threatened, intimidated, or harmed in relation to their work. Examples include:
- Threats, yelling, intimidation, or aggressive behaviour
- Ongoing bullying, humiliation, or exclusion
- Spreading harmful rumours or gossip
- Verbal abuse, insults, or degrading comments
- Abuse of authority (public ridicule, arbitrary denial of opportunities, retaliation)
- Sexual harassment or unwanted touching
- Sexual comments, propositions, or messages
- Offensive or sexualized images, emails, or posts
- Domestic/intimate partner violence that shows up in the workplace
It can happen on-site, off-site (events, travel, client locations), or through work-related calls, emails, or messages, even outside normal hours.
What Is Not Harassment or Violence?
Harassment and violence are not the same as normal workplace conflict or fair management actions. It is not harassment when supervisors, acting respectfully and in good faith:
- Set expectations and provide constructive feedback
- Address performance problems (e.g., performance improvement plans)
- Take reasonable discipline when justified
- Assign work and set priorities
- Request updates or reports
- Approve or deny leave based on operational needs
- Request medical documentation in line with policy
The line is crossed when these actions become targeted, abusive, discriminatory, or retaliatory.
How It Affects You and the Workplace
On individuals, bullying and harassment can lead to:
- Stress, anxiety, insomnia, panic, or difficulty concentrating
- Depression, isolation, and loss of confidence
- Physical symptoms (headaches, stomach issues, high blood pressure)
- Strain on family and personal relationships
On workplaces, it often results in:
- More sick leave and burnout
- High turnover and loss of experienced staff
- Low morale, poor trust, and conflict
- Lower productivity and more errors
- Increased costs (complaints, investigations, staffing, reputation)
Addressing harassment and violence is not optional—it’s essential to a safe, respectful, and effective public service.
How to Report – Health Canada Employees (HC)
If you decide to file a complaint, there are three main tools. Always contact Local 70008 first so we can support you and help complete the forms correctly.
Report to the OHS Committee
- Form 1: ESDC-LAB1070 (HOIR – Hazardous Occurrence Investigation Report)
- Download and save the PDF, open it in Adobe Acrobat Reader or Foxit, complete it (including digital signatures), then re-save.
- Complete the form with union help.
- Submit to:
📧 occup.health.safety-sante.securite.au.travail@hc-sc.gc.ca
Notice of Occurrence – Harassment/Violence
- Form 2: ESDC-LAB1060 (Harassment/Violence – Notice of Occurrence)
- Fill it out with your union.
- Submit to:
📧 respectintheworkplaceoffice-bureaudurespectenmilieudetravail@hc-sc.gc.ca
PSAC Grievance – Harassment/Violence
- PSAC grievance form, completed jointly by the member and union.
- Submitted to Labour Relations or the second-level manager, as appropriate.
- Must be signed by the member.
How to Report – ISC Employees
For Indigenous Services Canada (ISC):
To discuss or signal harassment/violence, contact:
📧 Centre for Integrity, Values and Conflict Resolution (CIVCR)
workplacehandv-preventionnaohq@rcaanc-cirnac.gc.ca
CIVCR can explore informal resolution. If that does not resolve things, you may choose to file a formal notice of occurrence using the appropriate form.
Additional resources:
🔗 Support Services | Indigenous Services Canada (Intranet)
Learn More
For more information on workplace violence, harassment, and psychological hazards, you can consult federal guidance such as:
You Don’t Have to Handle This Alone
If you’re dreading work, feeling worn down, or wondering whether what you’re experiencing is “normal,” please reach out.
- Talk confidentially about your situation
- Learn what protections and processes apply
- Explore options at your own pace, without pressure
You deserve a workplace where you are treated with dignity and respect.
Let us help you move toward that.