The Complaint Letter Against Mental Harassment At Workplace is a critical document used when an employee experiences psychological harassment or bullying in a Canadian workplace. It should be prepared when informal resolution attempts have been unsuccessful or when the severity of the situation warrants immediate formal action. The letter must align with Canadian federal and provincial workplace harassment laws, including the Canada Labour Code and provincial Occupational Health and Safety legislation. It serves as both a formal record of the complaint and a trigger for organizational investigation and action. The document should detail specific incidents of harassment, their impact, and previous attempts at resolution, while maintaining professionalism and objectivity. This type of complaint can be filed within any organization operating in Canada and may be used as evidence in subsequent legal proceedings if necessary.
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1. Sender's Information: Full name, position, department, employee ID, and contact information of the complainant
2. Recipient's Information: Name and title of the recipient (HR Manager, Department Head, or appropriate authority)
3. Subject Line: Clear indication that this is a formal complaint regarding workplace harassment
4. Introduction: Brief statement identifying yourself and the purpose of the letter
5. Details of Harassment: Specific incidents with dates, times, locations, and witnesses. Description of the harassing behavior in objective, factual terms
6. Impact Statement: Description of how the harassment has affected your work, health, and well-being
7. Previous Actions Taken: Documentation of any prior attempts to address the situation, including informal discussions or reports
8. Requested Action: Clear statement of what action you are seeking from the organization
9. Closing: Professional closing statement indicating expectation of response and timeline
10. Signature: Formal signature block with date
1. Legal Rights Statement: Reference to relevant workplace harassment laws and your rights under them - include when you want to emphasize the legal gravity of the situation
2. Union Representative Information: Include if you are a union member and wish to involve your union representative
3. Safety Concerns: Include if there are immediate concerns about physical or psychological safety
4. Confidentiality Statement: Include when you want to explicitly request confidential handling of the complaint
5. Medical Impact: Include if you have sought medical or psychological treatment as a result of the harassment
1. Incident Log: Detailed chronological log of all harassment incidents with dates, times, and witnesses
2. Communications Record: Copies of relevant emails, messages, or other communications documenting the harassment
3. Witness Statements: Written statements from colleagues who witnessed the harassment
4. Medical Documentation: Copies of medical reports or psychological assessments if applicable
5. Previous Complaints: Copies of any previous formal or informal complaints made regarding the same issue
6. Performance Reviews: Copies of performance reviews or other documentation showing impact on work performance
Relevant legal definitions
Clauses
Relevant Industries
Healthcare
Education
Financial Services
Technology
Manufacturing
Retail
Public Sector
Non-Profit
Construction
Transportation
Hospitality
Professional Services
Media and Entertainment
Energy
Telecommunications
Relevant Teams
Human Resources
Legal
Compliance
Occupational Health and Safety
Employee Relations
Senior Management
Operations
Administrative Services
Professional Standards
Employee Assistance Program
Industrial Relations
Ethics Office
Relevant Roles
Employee
Manager
Supervisor
Human Resources Director
Health and Safety Coordinator
Department Head
Team Leader
Project Manager
Executive
Administrative Staff
Professional Staff
Technical Specialist
Union Representative
Compliance Officer
Legal Counsel
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