A corporal came to the Office alleging that her supervisor and unit members were harassing her. She was so overwhelmed by this negative atmosphere at work, and the lack of support from the chain of command, that she had taken stress leave, and was seeing a psychologist.
It was thought to be in the best interest of the corporal if she moved out of her current work environment, so she was asking for the Office’s assistance in obtaining a contingency cost move (CCM). The investigator began the process by contacting the member’s career manager. The career manager suggested that to facilitate a CCM, the member should submit a harassment complaint. The corporal felt that this was not the right route to take, since she believed the complaint would not be taken seriously by the chain of command. The investigator then began to explore other options. He contacted the corporal’s CO, and suggested a meeting be set up in order to negotiate a transfer. Both the corporal and the CO requested the assistance of the Dispute Resolution Centre for this negotiation.
A settlement was reached two months later. The corporal obtained a transfer to another department within her base, and was pleased to be back at work after months of being on stress leave. She thanked everyone involved for working so hard on her behalf and helping her obtain a transfer.