https:/www.chrc-ccdp.gc.ca/sites/default/files/publication-pdfs/template_anti-harassment

[Name and/or Position B] is responsible for: the administration of this policy; reviewing this policy annually, or as required; and making necessary adjustments to ensure that this policy meets the needs of the organization. [...] 4 Employees are responsible for: treating others with respect in the workplace; reporting harassment to [Name and/or Position B]; cooperating with a harassment investigation and respecting the confidentiality related to the investigation process; Employees can expect: to be treated with respect in the workplace; that reported harassment will be dealt with in a timely, confidential and ef. [...] The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. [...] The investigator will prepare a report that will include: a description of the allegations; the response of the person the complaint was made against; a summary of information learned from witnesses (if applicable); and a decision about whether, on a balance of probabilities, harassment did occur. [...] Privacy and Confidentiality All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know.