Quick Answer
CBSA officers are protected from harassment and workplace violence under the Canada Labour Code (Part II) and the federal Policy on Harassment Prevention and Resolution. Officers who experience harassment can report through their manager, CBSA’s designated harassment prevention officer, or their union (CIU). Managers are obligated to act on harassment complaints promptly and confidentially.
A healthy workplace matters in any job. In an enforcement environment like CBSA — where shift teams work closely together under stress, and authority dynamics are pronounced — harassment prevention is particularly important. Understanding your rights and obligations under the federal framework is part of being a professional CBSA officer.
What Constitutes Harassment Under Federal Policy
The Treasury Board’s Policy on Harassment Prevention and Resolution defines harassment as any improper conduct by a person that is directed at and offensive to another person in the workplace, and that the person knew or ought to have known would cause offence or harm. It includes:
- Personal harassment — Repeated, targeted conduct intended to intimidate, demean, or distress a colleague
- Sexual harassment — Unwanted sexual attention, comments, gestures, or conduct
- Abuse of authority — Misusing a position of power to intimidate, threaten, or unduly pressure a subordinate
- Discriminatory harassment — Conduct linked to a protected ground under the Canadian Human Rights Act (race, gender, religion, disability, etc.)
A single serious incident can constitute harassment. Harassment does not require a pattern of behaviour in all cases.
What Is Not Harassment
It is important to distinguish harassment from legitimate management actions:
- Assigning work, providing direction, or setting performance expectations is not harassment
- Providing honest, constructive feedback — even critical feedback — is not harassment
- Enforcing attendance, disciplinary, or workplace standards through proper process is not harassment
- Conflict or disagreement between colleagues, without targeting or improper conduct, is not harassment
The distinction matters because misclassifying normal management activity as harassment undermines both the policy and the people it is meant to protect.
Bill C-65: Workplace Harassment and Violence Prevention
In 2021, amendments to the Canada Labour Code (Part II) through Bill C-65 strengthened the federal framework for workplace harassment and violence prevention. CBSA, as a federally regulated employer, must:
- Conduct a workplace assessment to identify risk factors for harassment and violence
- Develop and implement a workplace harassment and violence prevention program
- Respond to all notices of occurrence (harassment incidents) within defined timelines
- Offer support to affected employees, including access to the Employee and Family Assistance Program (EFAP)
How to Report Harassment at CBSA
Step 1: Consider informal resolution first (if appropriate)
In some cases, speaking directly to the person whose behaviour is problematic — or having a trusted colleague or manager facilitate a conversation — resolves the issue without formal process. This is not appropriate when the conduct is severe, when there is a significant power imbalance, or when you feel unsafe.
Step 2: Report to your manager or their supervisor
If the harasser is not your direct manager, your manager is the first point of contact. If your manager is the harasser, go to their supervisor or CBSA’s designated harassment prevention officer directly.
Step 3: Contact the CIU
Your union has representation rights in harassment matters. A CIU steward can advise you on the process, accompany you to meetings, and ensure your rights are protected throughout.
Step 4: Formal complaint
If informal resolution fails or is inappropriate, a formal harassment complaint initiates an investigation process. The investigation is conducted by a neutral party. Both the complainant and respondent have the right to respond to findings.
Step 5: External recourse
If internal processes fail to resolve the matter, complaints can be filed with the Canadian Human Rights Commission (for discrimination-based harassment) or pursued through the grievance process under the collective agreement.
Responsibilities of Officers Toward Colleagues
The harassment policy creates obligations for all employees — not just managers. Officers are expected to:
- Treat all colleagues with dignity and respect
- Refrain from conduct that could constitute harassment or contribute to a hostile work environment
- Report harassment they witness, even when they are not the target
- Cooperate with harassment investigations honestly and professionally
The CBSA oath of office and the Values and Ethics Code both reinforce the professional standards that underpin these obligations.
For the full policy framework, see the Treasury Board Policy on Harassment Prevention and Resolution.
Frequently Asked Questions
Can travellers harass CBSA officers?
Yes. While CBSA’s internal policy focuses on workplace harassment among employees, officers who are subjected to threatening, abusive, or demeaning behaviour from members of the public during their duties have recourse under the Canada Labour Code’s workplace violence provisions and through management reporting.
Is bullying covered by CBSA’s harassment policy?
Yes. Workplace bullying — repeated aggressive or intimidating behaviour — falls within the definition of personal harassment under the federal framework.
How long does a harassment investigation take?
Timelines vary by complexity. The federal framework sets notification and response deadlines, but full investigations can take several months. Both parties are kept informed of progress.
Can you be disciplined for filing a false harassment complaint?
Yes. Bad-faith or deliberately false complaints are a serious matter. The policy is designed to protect genuine complainants, not to be weaponized. Officers who file knowingly false complaints may face discipline.
