• How can unions effectively demonstrate they have met their duty of fair representation for a member who has engaged in harassment of another member?

o What practical challenges arise at the point a complaint is made? How can the union’s early response impact the tone and culture of the workplace?

o How can a union reconcile a “zero tolerance” policy of workplace harassment with the principles of progressive discipline? Progressive discipline is based on the premise that the least level of discipline required to correct behaviour should be applied in each circumstance.

o Consider Unifor’s model language setting out a joint employer-union process to investigating matters of workplace harassment. What are the benefits of such a process? What might be some risks or challenges? Would you expect that such a process might strengthen, or damage, labour relations?