When a member experiences harassment, discrimination, bullying, workplace violence, or sexual violence, they are often carrying fear, confusion, anger, shame, or uncertainty. Reaching out to a steward may be one of the hardest things they have ever done.

The First Contact Matters

Your first role as a steward receiving such a disclosure is not to investigate: you are there to listen. Start from a place of compassion.

Members may:

  • Cry, become angry, or seem emotionally numb
  • Minimize what happened
  • Blame themselves
  • Have difficulty remembering details or putting events in order
  • Wait days, months, or longer before telling someone

These reactions are common after traumatic experiences. Meet members where they are and allow them to share their story in their own words and at their own pace.

Every member has the right to:

  • A workplace free from harassment and violence
  • Be treated with dignity and respect
  • Speak with their union before making decisions
  • Union representation during meetings that may affect their employment
  • Raise workplace concerns without fear of retaliation
  • Ask questions before deciding what they want to do
  • Access support and accommodations when needed

No member should feel pressured to make a decision before they are ready.

Your Role as a Steward

You are there to:

  • Listen without judgment
  • Believe that the member’s concerns deserve to be taken seriously
  • Explain their rights and available options
  • Help them understand the collective agreement
  • Support them through workplace processes
  • Advocate for a safe and respectful workplace

You are not expected to have every answer. If you are unsure, reach out to another steward, the Executive, or your Staff Representative. Explain the options without pressure.

Members may choose to:

  • Make an informal workplace complaint
  • File a formal harassment or violence complaint, where such processes exist
  • File a grievance
  • Request workplace accommodations
  • Request resources for counselling or other supports
  • Report to the police if they choose

Your role is not to decide for the member. It is to ensure they understand their options and feel supported in making informed decisions.

Protect the Member’s Trust

Whenever possible:

  • Respect confidentiality
  • Ask before sharing information
  • Explain what information may need to be disclosed and why
  • Follow up with the member after meetings
  • Continue checking in, even after the immediate issue has passed

Healing and resolution rarely happen in one meeting.

Remember: members often remember how they were treated long after they remember what was said. A calm voice, a listening ear, and a reminder that they are not alone can make an enormous difference.

CUPE 1281 believes every worker deserves to be heard, respected, believed, and supported. Our solidarity begins with how we care for one another.