Questions & Answers

about the IRWO and the Respectful Workplace Policy

The IRWO

  • The Independent Respectful Workplace Office (IRWO) is independent of the Legislative Assembly of BC and acts at all times in the interest of upholding the Respectful Workplace Policy. The IRWO provides education, advice, and resolution support of workplace issues between Participants of the Respectful Workplace Policy.

  • The IRWO is a separate entity from the LABC. We report through the Clerk of the Legislative Assembly to the Subcommittee on Administration and Operations. The primary goal of the IRWO is to act at all times in the interest of upholding the Respectful Workplace Policy.

  • When you contact the IRWO, one of our team members will connect with you to:

    • Hear and discuss your concerns in a safe and respectful manner

    • Help you identify and evaluate options for resolution

    • Help you open avenues of communication with all parties associated with the concern, as appropriate

    • Undertake informal and formal resolution processes with you as the complainant

  • Everyone has the right to work in a safe and respectful workplace that is free from disrespectful behaviour, harassment, discrimination, and violence. Everyone also has the right to raise concerns without fear of retaliation.

    With those rights come obligations. Go to page 5, Section 3 Roles and Responsibilities of the Respectful Workplace Policy. It states that all Participants must:

    • Behave in an inclusive and professional manner

    • Not engage in harassing, discriminatory, disrespectful, or violent behaviour

    • Apply and comply with caucus, union, Public Service Agency, and other Legislative Assembly policies and procedures as applicable to their circumstances

    • Complete training sessions designed to familiarize themselves with this Policy

    • If involved in an investigation, respect confidentiality at all times

  • The Policy is separate from workplace conduct policies maintained by any of the Participant Groups. In the Legislative Assembly, individuals from the Participant Groups regularly interact and work together. The Policy provides an avenue for raising concerns which involve Participants from different Participant Groups. The IRWO, as an independent body, is positioned to help resolve and, if necessary, investigate these complaints.

  • As a supervisor or a manager (in the case of MLAs, management refers to their House leader; in the case of Independent MLAs, it refers to the Speaker of the Legislative Assembly), you are responsible for modeling respectful behaviour, intervening when you see a problem, and providing guidance and assistance to Participants who are dealing with conflict or disrespectful behaviour. You must take complaints about disrespect seriously, address them, and seek help from Human Resources or the IRWO when appropriate. You are also responsible for being familiar with the Policy and educating Participants about it.

    It is important to know that managers can be considered a party to the conflict or concern if they fail to act or report in a timely manner.

The Respectful Workplace Policy

Submitting a Concern or a Complaint

  • Any person who is part of the Participant Groups who believes that they have been subjected to disrespectful behaviour, harassment, discrimination, or violence while working at the Legislative Assembly can submit a concern or a complaint.

    Any person who witnesses disrespectful behaviour, harassment, discrimination, or violence (known as a ‘third party’ in the Policy) can submit a concern or a complaint.

    Visit the Contact the IRWO page for details on how to submit a concern or a complaint.

  • If you find yourself observing or being a “bystander” to an incident of disrespectful behaviour, harassment, violence, or discrimination, or you have information you believe to be related a breach of the Respectful Workplace Policy, it is important that you report what you have seen, either to your supervisor or the IRWO. Your supervisor and the IRWO will assist you with next steps.

    Visit the Contact the IRWO page for details on how to submit a concern or a complaint.

  • The Complaint Form (📄) provides the details we need to assess a complaint. The more precise and thorough you can be, the better. If possible, answer all the questions. Contact the IRWO if you need assistance with completing the form.

  • The IRWO has confidentiality at the forefront of all its service offerings. We know how important it is.

    Information pertaining to a request for assistance, a concern, or a complaint, including identifying information about the Participants involved, will be kept confidential, except to the extent that it must be disclosed to:

    1. Investigate the allegations

    2. Implement specific measures for creating and maintaining a respectful workplace

    3. Respond as required by law

    All individuals who participate in an investigation (the complainant, witnesses, the respondent, the IRWO, and an external investigator (if applicable)) need to maintain confidentiality throughout the process. Failure to maintain the confidentiality of the process is a breach of this Policy and could result in disciplinary measures up to and including dismissal.

    This does not preclude individuals from disclosing information to health professionals, other professionals, and immediate family members for the purpose of obtaining help and support, including through any LABC employee programs.