Harassment, Discrimination, Bullying and Violence

Definition – the phrase “bullying & harassment”:

a) Includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but 

b) Excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. 

Not all inappropriate, offensive or disrespectful conduct is bullying & harassment. The behaviour must be humiliating or intimidating to be considered bullying & harassment. 

Bullying & harassing behaviour can include: 

• verbal aggression, insults, or yelling 
• spreading malicious rumours or gossip 
• calling someone derogatory names 
• vandalizing personal belongings or sabotaging someone’s work 
• physical or verbal threats 
• making personal attacks based on someone’s private life and/or personal traits 
• making aggressive or threatening gestures

Bullying and harassing behaviour does not include: 

• expressing differences of opinion 
• offering constructive feedback, guidance, or advice about workrelated behaviour 
• reasonable action taken by an employer or supervisor relating to the management and direction of workers (e.g., managing a worker’s performance, taking reasonable disciplinary actions, assigning work) 

What to do if you’ve experienced bullying & harassment at work 

It is the employer’s responsibility to ensure there is a safe work environment free of bullying & harassment. If you feel you have been bullied or harassed you must report the incident as soon as possible to your employer. In the film industry, this could be your supervisor, like a BG Coordinator, Stunt Coordinator, AD, or a Production Manager. You can also report the incident to the ‘Safety Hotlines’ that are found on most call sheets. 

Always record the names and contact information of anyone who may have witnessed the incident(s) in question. 

Once reported, the employer must investigate the complaint and resolve the situation. Call UBCP/ACTRA to report the incident so the union can follow up with the production and ensure the matter is being dealt with. 

If the situation is not resolved, and/or the alleged bullying & harassment continues, call UBCP/ACTRA so we can advise you of the next steps to take with WorkSafeBC. 

If you are unsure what to do at any time, call UBCP/ACTRA 604-689-0727 as soon as possible or contact the Health & Safety Performer Advocate: lori.stewart@ubcpactra.ca

• BC Human Rights Code
• BC Human Rights Tribunal – Accepts, screens, mediates and adjudicates human rights complaints
• BC Human Rights Clinic – Provides free legal service to those who need help with a provincial human rights complaint 

What is sex discrimination? 
Sex discrimination includes gender, pregnancy, and sexual harassment. It means treating someone badly or denying them a benefit because they are male, female, intersex, transgender or because of their gender identity. Sex discrimination can occur in several ways, including: 

• You are called sexist names. 
• You are denied service.
• You are not hired or promoted, while others around you are. “
• You are threatened. 
• You are fired. 

What is sexual harassment? 
Sexual harassment is a form of sex discrimination. It is sexual harassment if someone repeatedly says or does things to you that are insulting and offensive. It can be words or actions that are sex or gender-related. 

There are many types of sexual harassment: 
• unwanted touching 
• making offensive jokes or remarks about women or men 
• making sexual requests or suggestions
• staring at or making unwelcome comments about someone’s body
• showing sexual pictures or images 
• being verbally abusive to someone because of gender 

Harassment may be sex discrimination even if it is not sexual in nature. This can happen when someone harasses you simply because of your gender. Sexual harassment happens most often to women, but it can also happen to men or between members of the same sex. 

Sexual Harassment is considered an abuse of power. But there does not need to be an imbalance of power for it to occur. For example, a worker may harass a co-worker.

Salal Sexual Violence Support Centre – www.salalsvsc.ca

• Founded 40 years ago, Salal Sexual Violence Support Centre is the largest sexual assault centre in British Columbia.
• Salal provides free-of-charge support services to women, trans, Two-Spirit, nonbinary, and gender diverse survivors of sexualized violence.

BC Society for Male Survivors of Sexual Abuse – www.bc-malesurvivors.com

The British Columbia Society for Male Survivors of Sexual Abuse (BCSMSSA) is a non-profit society established in 1997 to provide therapeutic services for male-identifying persons who have been sexually abused at some time in their lives.