In the agricultural environment, as in all workplaces, your physical or psychological health can be affected by the presence of work-related psychosocial risks such as:
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Violence;
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Psychological or sexual harassment;
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Potentially traumatic events.
How to recognize violence in the workplace?
Violence can take different forms. It can come from employers, colleagues, supervisors, suppliers, or customers:
What is psychological or sexual harassment at work?
The Labor Standards Act provides that all workers have the right to a workplace free from psychological or sexual harassment. These behaviors are similar to psychological or sexual violence.
A situation must notably make the work environment harmful to the person experiencing it for it to be considered harassment. “Harmful” means an environment that is damaging, detrimental, bad, or unhealthy.
More specifically, the situation must meet certain criteria to be considered harassment:
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Vexatious conduct (hurtful, humiliating)
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Manifested by repeated behaviors, words, acts, or gestures,
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Hostile or unwanted;
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Conduct that undermines your dignity or your psychological or physical integrity;
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Conduct that makes the work environment harmful;
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A single serious act can also constitute psychological harassment if it undermines dignity or psychological or physical integrity and produces a continuous harmful effect on the person experiencing it.
What are potentially traumatic events?
In the context of your work, you may be exposed to a potentially traumatic event. For example, narrowly avoiding a serious injury or witnessing the death of a colleague following a work accident. Exposure can also occur if you repeatedly hear details of a traumatic event.
What must my employer do to protect me from these risks?
Your employer is required to implement concrete measures to prevent risks related to psychological health. To do so, they must identify, correct, and control these risks.
Regarding psychological or sexual harassment, in addition to prevention obligations, your employer must:
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Take reasonable steps to stop any situation brought to their attention;
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Establish a policy to prevent and address psychological or sexual harassment;
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Make this policy easily accessible to you and ensure you are aware of it.
The policy must include the procedure for reporting a harassment situation (or one at risk of becoming harassment) to your employer, as well as the process for handling reported situations.
Do I have any obligations as a worker?
As a worker, you have a role in preventing psychosocial risks. Among other things, you must avoid attitudes or behaviors that could harm the psychological health of your colleagues.
I am experiencing one of these situations. What are my options?
If you believe you are experiencing harassment or witness it, refer to your employer’s policy on prevention and handling of harassment situations to know the steps to follow. It is important to talk about it. Don’t stay alone. Inform your employer.
There are also recourses available through CNESST:
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An inspector can visit your workplace to check if it is safe.
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You can file a claim if you have suffered an injury. You must see a doctor and mention that your visit is related to a work event.
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You can file a complaint for psychological harassment.
For more information, see the page: What to do if you think you are experiencing harassment.
You are protected from any sanctions by your employer if you report a harassment situation you experienced or witnessed.
To learn more, you can consult the Psychological Health section online or support organizations and resources related to psychological health.
How to contact CNESST?
You can contact CNESST if you have questions or believe your workplace rights are not being respected: 1 844 838-0808.
Courtesy translation by InfoTET from Immigrant Québec.
