The Questions Every NS Employer is Asking About Harassment & OHS

1. My harassment policy meets the new requirements but does that cover all my psychosocial health and safety obligations under OHS legislation?

2. What are the early harassment warning signs managers should recognize?

3. How are OHS and HR working together on harassment prevention?

4. How do you promote psychological safety in reporting?

5. How do you adapt incident reporting to capture harassment?

6. When does a harassment complaint become an OHS investigation, and who leads what?

7. How aligned should physical and psychological safety policies be?

8. What role does JOHSC play in harassment investigations?

9. Can an employee refuse psychologically unsafe work? How is that handled when the hazard is a person?

10. What information gets shared with JOHSC about harassment incidents?

11. How can confidentiality be balanced with OHS reporting requirements, especially for small employers?

12. Do safety personnel need mental health training for harassment cases?

13. Who anonymizes personal information for JOHSC records?

14. What patterns should be tracked related to harassment?

15. What organizational data can JOHSC access for trend reporting and prevention success?

This downloadable guide represents the most common questions we're hearing from NS employers navigating the harassment legislation shift. The government directs employers in what they need to do to be compliant. We show you how HR and OHS work together to do it effectively.

Let's hear your questions and create a collaborative community to make this real. We’ll help you with the answers to make prevention of harassment in Nova Scotia Workplaces practical and impactful. Follow our "So What, Now What: HR Meets OHS to Create Healthier Workplaces" series coming soon to support stronger Nova Scotia workplaces.

HURLEYHR + Sprout Safety Partnership