Maintain privacy and confidentiality
Managing privacy and confidentiality is critical. The employer and the union can only disclose information on a “need to know” basis. A clear outline of what is included in the term “need to know” should be provided in the workplace violence prevention policy. Trust and safety must be maintained. Members are less likely to come forward if respect for privacy and confidentiality is breached or if they believe it will be breached.
Workplace health and safety hinges on everyone in the workplace. Sometimes it is necessary to alert the employer and the union of a potential threat to safety. The union will work with the employer to establish processes and inform members of the ways incidents are reported and how their privacy will be maintained.
The employer should also communicate to members what practices and strategies are in place to protect their information. Information will need to be shared in emergency situations, for threat assessment, safety planning, and the effective implementation of protective orders.
- All personal information concerning workplace sexual violence should be kept confidential
- No information should be kept on the employee’s personnel file, unless necessary.
- The worker must provide express and written permission.
- The worker has the right to review and respond to their personnel file.
- If the worker feels that inappropriate or false information is included in their file, they can work with the union to have it removed.
- All notes and processed documents of an investigation must be stored separately from all personnel files.