First-Time Supervisor Fundamentals Course: Preventing harassment and building respect

1. Question 1 of 15

   Under Alberta's OHS rules, can a single incident be harassment?

   • AOnly if the incident involves physical contact
   • BOnly if a witness saw it and is willing to make a statement
   • CYes, harassment can be one incident or repeated incidents
   • DNo, the conduct must happen at least three times to count
   Show answer

   Answer: C. Yes, harassment can be one incident or repeated incidents

   Alberta defines harassment as any single incident or repeated incidents of objectionable or unwelcome conduct.

2. Question 2 of 15

   Under Alberta's definition, which of these is NOT harassment?

   • AShouting insults at a worker in front of customers
   • BPosting a humiliating photo of a co-worker in the team chat
   • CA supervisor fairly reminding a worker about the dress code
   • DRepeated jokes in the staff room about a worker's accent
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   Answer: C. A supervisor fairly reminding a worker about the dress code

   Reasonable conduct by an employer or supervisor in managing workers is not harassment.

3. Question 3 of 15

   Which is an example of bullying listed by CCOHS?

   • AAssigning shifts fairly, based on each person's availability
   • BSetting impossible deadlines so a person will fail
   • CGiving clear, private feedback about a missed task
   • DAsking all staff to follow the uniform policy
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   Answer: B. Setting impossible deadlines so a person will fail

   CCOHS lists setting impossible deadlines as bullying. Fair work assignments and feedback are normal management.

4. Question 4 of 15

   CCOHS suggests a test to decide if behaviour is bullying. What is it?

   • ADid the person who did it only mean it as a joke?
   • BWas it put in writing, such as in an email or text?
   • CWould most people find the action unacceptable?
   • DDid it happen during paid working time, not on a break?
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   Answer: C. Would most people find the action unacceptable?

   CCOHS suggests a reasonable person test: would most people find the action unacceptable?

5. Question 5 of 15

   In Alberta, what must a supervisor make sure of regarding harassment and violence?

   • AOnly that physical fights between workers are reported to police
   • BNothing, because harassment is only the employer's responsibility
   • CThat supervised workers are not subjected to or taking part in it
   • DOnly that written complaints are filed with HR within a week
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   Answer: C. That supervised workers are not subjected to or taking part in it

   Alberta supervisors must, as far as reasonably practicable, ensure supervised workers are not subjected to or taking part in harassment or violence.

6. Question 6 of 15

   The Canada Labour Code's definition of harassment and violence covers:

   • AActions, conduct or comments likely to cause offence or injury
   • BOnly conduct by a supervisor or manager toward a worker
   • COnly physical attacks that cause an injury needing first aid
   • DOnly acts for which police lay criminal charges
   Show answer

   Answer: A. Actions, conduct or comments likely to cause offence or injury

   The federal definition includes any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or injury.

7. Question 7 of 15

   A worker tells you a co-worker is harassing them. What should you do first?

   • AAsk them to keep quiet about it so the story does not spread
   • BConfront the co-worker right away in front of the whole team
   • CListen, take it seriously and follow the reporting process
   • DTell them to sort it out with the co-worker by themselves first
   Show answer

   Answer: C. Listen, take it seriously and follow the reporting process

   Employer plans set out how to report and deal with harassment. Your job is to take the report seriously and use that process.

8. Question 8 of 15

   A regular customer keeps making sexual comments to a young barista. What should the supervisor do?

   • AAsk the barista to be less friendly so the comments stop
   • BTell the barista to ignore it because the customer spends a lot
   • CWait for the barista to file a written complaint before acting
   • DStep in, support the barista and use the harassment policy
   Show answer

   Answer: D. Step in, support the barista and use the harassment policy

   Workers must be protected from harassment at the work site, including from the public. Act on it; do not wait for a written complaint.

9. Question 9 of 15

   Can you promise a worker that nobody else will ever learn about their complaint?

   • AYes, if the worker asks for full secrecy in writing
   • BYes, every complaint is kept fully secret, even from investigators
   • CNo; it stays confidential except where needed to investigate or by law
   • DNo, because complaints are always shared with all staff
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   Answer: C. No; it stays confidential except where needed to investigate or by law

   Alberta plans must protect confidentiality, except where sharing is needed to investigate, take action, inform those involved, or required by law.

10. Question 10 of 15

    After a worker reports harassment, the accused person asks you to move the reporter to worse shifts. What do you do?

    • AMove both of them to night shifts until things calm down
    • BLet the rest of the team vote on who should move
    • CAgree, because keeping the peace on the team matters most
    • DRefuse, because punishing someone for reporting is a reprisal
    Show answer

    Answer: D. Refuse, because punishing someone for reporting is a reprisal

    CCOHS says a good policy prohibits reprisals against people who report in good faith.

11. Question 11 of 15

    A worker reports harassment by your own manager. What should you do?

    • APost about it online so that the company has to act
    • BUse the policy's other route, such as HR or a senior manager
    • CReport it only to that same manager, since they are your boss
    • DTell the worker that nothing can be done about a manager
    Show answer

    Answer: B. Use the policy's other route, such as HR or a senior manager

    Reporting processes offer another route when the person accused is in the normal chain. Use it promptly.

12. Question 12 of 15

    In Alberta, after investigating an incident of harassment or violence, how long must the employer keep the report?

    • A6 months
    • BAt least 2 years
    • C30 days
    • DIt does not need to be kept
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    Answer: B. At least 2 years

    Alberta employers must keep the investigation report for at least 2 years.

13. Question 13 of 15

    In Alberta, a harassment and violence prevention plan must be reviewed at least how often if nothing else triggers a review?

    • AEvery 10 years
    • BEvery month
    • CEvery 3 years
    • DOnly when the business is sold
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    Answer: C. Every 3 years

    Alberta requires review if no review has happened in 3 years, and sooner after incidents or work changes.

14. Question 14 of 15

    A worker's ex-partner keeps phoning the restaurant with threats against her. Under Alberta's rules, is this a workplace concern?

    • AOnly if the police lay criminal charges against the ex-partner
    • BNo, because family matters are never the employer's business
    • CYes, domestic violence that reaches the workplace is a hazard
    • DOnly if the ex-partner comes into the parking lot
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    Answer: C. Yes, domestic violence that reaches the workplace is a hazard

    In Alberta, violence includes domestic violence. When it spills into the workplace, the employer must take reasonable precautions.

15. Question 15 of 15

    During an office meeting, a team member makes a joke about a co-worker's religion. Others laugh. What is the best response?

    • ASay nothing, because nobody in the meeting complained about it
    • BMake a joke about the speaker's own background in return
    • CSay it is not acceptable, then follow up privately under the policy
    • DLaugh along so the meeting stays relaxed and friendly
    Show answer

    Answer: C. Say it is not acceptable, then follow up privately under the policy

    Supervisors must not let workers take part in harassment. Stop it promptly, then deal with it privately using the policy.

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