Your input to the survey and welcomed suggestions will contribute to our category of solutions.

CIWBR Solutions:

• Complaints Triage Process
  • Involves a third-party trauma-informed psychological safety consultant with a background in psychology.
    • Assess for next steps – ensure transparency, fair and timely processes, designed in the best interest of all parties involved
    • Provide information re: rights, expectations, resources, and options e.g., mediation, facilitated discussion, assessment or investigation.
• Stronger Collective Agreements
• Third-party involvement in Faculty Associations/Unions
  • All parties should be included in selecting the third-party professional; this helps build trust, respect, safety, and support for the repair. Empower the complainant, witnesses, and alleged respondents equally.
• Ensure that company policies can be grieved using the grievance procedure.
• More comprehensive dispute resolution processes involving trauma informed union advocacy and investigations.
• Post-Secondary Education Ombudsman in every institution.
• A Third Party “Trusted” Whistleblower Line and process.
• Mandatory Trauma-informed Training on Prevention, Intervention, Repair and Recovery, for all staff, top-down, and for all students.

• Verbal abuse/yelling, Intimidation or threats
• Excessive monitoring or micromanagement
• Assigning unreasonable tasks with unrealistic deadlines
• Gaslighting, Manipulating facts to confuse/disorient
• Derogatory comments. Constant belittling or demeaning remarks
• Exclusion from work-related activities, withholding important information/resources
• Character assassination, spreading malicious rumours
• Exclusion from networking events
• Reputation and relationship sabotage
• Mishandling/weaponization of medical limitations and accommodations
• Failure to effectively address employee complaints
• Disproportionate disciplinary action
• Lack of transparency
• Unequal work assignments
• Institution initiated investigations

Leadership

• Misuse of managerial processes
• Lack of clear policies and procedures
• Failure to follow established policies and procedures
• Refusal to inform or clarify rules, policies, procedures
• No accountability for management
• Inadequate training for all staff
• Misuse of Medico Legal (WCB, STD, LTD)
• Breaches in confidentiality

Occupational Health & Safety Committees

• Role dominated by the employer
• Lacking neutrality, knowledge, and power
• Breaches in confidentiality
• Lack of power to put an immediate stop to the psychological hazard

Union

• Collective agreement
  • Weak collective agreement
  • Lack of training/knowledge of psychological hazards
  • No options for immediate resolution or temporary orders for accommodation disputes; and ongoing harassment, discrimination and reprisal.
  • No mechanism to force the employer to collect and produce data on psychological hazards, complaints, injuries in the workplace
• Moderating managerial processes
• Breaches in confidentiality