We expect our employees to treat you fairly and with respect and courtesy. In return, we also expect you to treat our employees in the same way. Unfortunately, sometimes our employees experience abusive or threatening behaviour and harassment. When this happens, we have a plan in place to react to it.
Abusive behaviour is any inappropriate or objectionable behaviour that does not involve threats.
- Examples: Swearing, yelling or making objectionable (e.g., sexist, racist, homophobic) comments.
Another type of abuse is any behaviour intended to intimidate. Intimidating behaviour doesn’t always include swearing or yelling.
- Example: Someone going into detail about a violent act they committed.
If someone is being abusive or intimidating our employees, we will send them a warning letter. In most cases, we can work with the person to address the issue and go back to normal communication.
If they continue to treat our employee in an abusive or intimidating way, we will put restrictions on how they can contact us. These restrictions can include any of the following:
- All contact will be in writing. There will be no calls between the person and any WSIB employee.
- Pre-arranged appointments must be at WSIB offices only. They will not be allowed to visit our offices without an appointment.
- The person will not be allowed to visit a WSIB office at all.
- All contact with us must be through a representative. They must choose a representative registered with the Law Society of Upper Canada.
In most cases, we will keep these restrictions in place for two years from the date of the last incident. After the two years have passed, they can write to us to ask to have the restrictions removed. We will review the request and get back to them with a decision.
Threatening behaviour is any verbal (in person or by telephone) or written statements that give the intention to inflict pain, injury or damage on someone.
- Example: Threatening death or physical harm.
If someone threatens one of our employees we will usually contact the police. We will also put restrictions on how they can contact us. We will normally keep these restrictions in place for five years from the date of the last incident. After five years has passed, the person can write to us to ask to have the restrictions removed and we will get back to them with a decision.
Criminal harassment and violence
Criminal harassment is behaviour that causes someone to fear for their safety but does not necessarily cause physical injury.
- Examples: Making an unwanted call to someone’s house or stalking them.
Violence is all physical behaviours that cause, or are likely to cause, injury.
- Example: Any physical assault (kicking, punching etc.).
If someone harasses or is violent toward one of our employees, we will contact the police. We will also put restrictions on how they can contact us. We will normally keep these restrictions in place for five years from the date of the last incident. After five years has passed, they can write to us to ask to have the restrictions removed and we will get back to them with a decision.
We have this plan in place to protect the health and safety of our employees but we hope it doesn’t come to this. We will always strive to work with you in a respectful way.