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Bullying Grievance Letter

Bullying Grievance Letter Template for Canada

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Key Requirements PROMPT example:

Bullying Grievance Letter

"I need to draft a Bullying Grievance Letter regarding ongoing verbal harassment from my direct supervisor in a Toronto-based tech company, including three specific incidents that occurred between January and March 2025, with supporting witness statements from two colleagues."

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Document background
The Bullying Grievance Letter is a crucial document in Canadian workplace dispute resolution, designed to address workplace harassment and bullying incidents through formal channels. It is typically used when informal resolution attempts have been unsuccessful or when the severity of the situation warrants immediate formal action. The document must comply with Canadian federal legislation such as the Canada Labour Code and the Canadian Human Rights Act, as well as provincial workplace safety and human rights laws. It serves as an official record of the complaint and typically includes detailed documentation of incidents, their impact, and requested remedies. This letter can be used in both unionized and non-unionized environments and may form part of legal proceedings if the situation escalates. The document should reflect the specific requirements of the applicable provincial jurisdiction and any relevant collective agreements or workplace policies.
Suggested Sections

1. Recipient Details: Full name, title, and address of the person receiving the grievance (usually HR manager, union representative, or immediate supervisor)

2. Sender Information: Your full name, employee ID, department, and contact information

3. Subject Line: Clear indication that this is a formal grievance regarding workplace bullying

4. Incident Details: Specific dates, times, locations, and descriptions of bullying incidents, presented in chronological order

5. Previous Actions Taken: Documentation of any informal attempts to resolve the situation, including dates and outcomes of previous complaints or discussions

6. Policy Violations: References to specific workplace policies, collective agreement clauses, or legislation that has been violated

7. Impact Statement: Description of how the bullying has affected your work, health, and well-being

8. Requested Resolution: Clear statement of the specific actions or remedies you are seeking

Optional Sections

1. Witness Information: Names and contact information of colleagues who witnessed the incidents, if applicable

2. Medical Impact: Details of any medical or psychological treatment sought as a result of the bullying, if applicable

3. Union Representation: Details of union involvement and representation, if you are a union member

4. Timeline for Response: Specific deadline for expected response, if your workplace has established grievance procedures with set timelines

5. Safety Concerns: Immediate safety or health concerns that require urgent attention, if applicable

Suggested Schedules

1. Incident Log: Detailed chronological log of all bullying incidents with dates, times, and descriptions

2. Communications Record: Copies of relevant emails, messages, or other communications related to the bullying incidents

3. Witness Statements: Written statements from witnesses who observed the bullying behavior

4. Medical Documentation: Copies of medical reports or professional assessments related to the impact of bullying

5. Company Policies: Relevant sections of workplace harassment policies, collective agreement, or code of conduct

6. Previous Complaints: Copies of any previous formal or informal complaints made regarding the same issue

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Healthcare

Education

Financial Services

Manufacturing

Retail

Technology

Public Sector

Construction

Transportation

Hospitality

Professional Services

Non-profit Organizations

Mining

Energy

Telecommunications

Relevant Teams

Human Resources

Legal

Occupational Health and Safety

Labor Relations

Employee Relations

Corporate Compliance

Senior Management

Union Representatives

Employee Assistance Program

Risk Management

Relevant Roles

Human Resources Manager

Employee Relations Specialist

Union Representative

Health and Safety Coordinator

Department Manager

Supervisor

Employee

Chief Human Resources Officer

Workplace Investigation Officer

Labor Relations Manager

Company Director

Team Leader

Occupational Health and Safety Officer

Corporate Counsel

Compliance Officer

Industries
Canada Labour Code: Federal legislation that provides framework for occupational health and safety, including provisions against workplace violence and harassment
Canadian Human Rights Act: Prohibits discrimination and harassment based on protected grounds such as race, gender, age, disability, etc.
Provincial Occupational Health and Safety Acts: Provincial legislation that specifically addresses workplace harassment and violence, varying by province but all containing anti-bullying provisions
Provincial Human Rights Codes: Provincial legislation protecting against discrimination and harassment, complementing federal human rights law
Workplace Harassment and Violence Prevention Regulations (SOR/2020-130): Federal regulations specifically addressing workplace harassment and violence prevention requirements
Bill C-65: Federal legislation strengthening the framework for preventing harassment and violence in federal workplaces
Provincial Labour Relations Acts: Governs union-management relations and grievance procedures in unionized workplaces
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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