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Step 2. Preliminary analysis

Step 2. Preliminary analysis

After a complaint is filed, an inspector contacts the employee to check if the Commission des normes, de l'équité, de la santé et de la sécurité du travail can intervene. The inspector makes sure that:

  • the employee is subject to the Act respecting labour standards, i.e. that:

    • he is an employee within the meaning of the Act respecting labour standards
    • the enterprise for which he works is under provincial jurisdiction o he is not covered by a collective agreement
    • he is not covered by the Civil Service Act

  • the deadline for filing the complaint was respected, i.e. within 90 days after the last incidence of psychological harassment
  • the 5 criteria of the Act respecting labour standards that define psychological harassment are included in the statement of facts written by the employee.

If the Commission can intervene

The inspector:

  • Notifies the employee that the Commission des normes, de l'équité, de la santé et de la sécurité du travail can process his complaint, given that the facts described justify an inquiry
  • Informs the employer of the complaint filed against him and reminds him of his obligations to prevent and put a stop to psychological harassment in his enterprise
  • Entrusts the complaint to a mediator.

If the Commission cannot intervene

The inspector explains to the employee:

  • why the Commission des normes, de l'équité, de la santé et de la sécurité du travail cannot intervene
  • that the Commission des normes, de l'équité, de la santé et de la sécurité du travail is putting an end to its intervention
  • that the employee has 30 days to apply in writing for a review of the decision.

When an application for review is filed, the Director General of Legal Affairs has 30 days to make a decision. If the decision confirms that the intervention of the Commission des normes, de l'équité, de la santé et de la sécurité du travail is not justified, the employee may request that his complaint be transferred to the Tribunal administratif du travail. In that case, the employee will not be represented by a lawyer of the Commission des normes, de l'équité, de la santé et de la sécurité du travail. 

Main reasons why the Commission des normes, de l'équité, de la santé et de la sécurité du travail cannot intervene:

  • The employee is not subject to the Act respecting labour standards
  • The statement of facts written by the employee does not include the 5 criteria of the Act respecting labour standards that define psychological harassment
  • The 90-day deadline for filing a complaint has expired
  • The employee must apply to another body in order to exercise his recourse (e.g. union, Commission de la fonction publique).