Ex-CBSA dog handler who contested maternity leave policy faced ‘mobbing’ of harassment: report
A former Canada Border Services Agency dog handler, Danielle Getzie, found herself in a tumultuous situation after filing a grievance over the program’s maternity leave policy. Getzie, who had been working with her canine partner Nova at the Vancouver airport, was troubled by the policy that capped the length of time trainers could be away from their animals at 90 days. This policy made it challenging for new parents, especially mothers, to return to work.
In 2018, after witnessing a colleague return to work within 89 days of giving birth, Getzie decided to formally complain about the discriminatory 90-day policy. An adjudicator supported her claim, but the policy remained in effect until this year. Unfortunately, Getzie’s troubles did not end there. She faced bullying and harassment from her colleagues, which ultimately led to her exclusion from the specialized dog program.
A third-party investigation revealed that Getzie was a victim of mobbing, where a group of employees, led by one individual with power, engaged in bullying and harassment tactics towards her. Despite reporting these behaviors to management, little action was taken to address the situation. The report criticized the upper levels of CBSA for their failure to respond effectively to the harassment.
Getzie expressed her disappointment with the lack of protection from management against severe bullying and harassment in the workplace. The investigation recommended that CBSA conduct a workplace assessment to evaluate existing policies and enforcement mechanisms.
In response to the situation, CBSA updated the dog-handler program’s leave policy in April. The new policy now evaluates each situation on a case-by-case basis and permits handlers to resume their positions upon their return, even with a new canine partner if necessary.
This case is not an isolated incident within CBSA, as a 2020 auditor general report highlighted ongoing issues of harassment, discrimination, and violence in the agency’s workplaces. Despite facing unpaid leave as she continues to fight her labor grievance, Getzie remains committed to advocating for change to ensure a safe and healthy work environment for all employees.
As she waits for the Human Rights Commission to weigh in, Getzie is determined to make her experience meaningful by pushing for reforms that will make it easier for others to address similar challenges in the future. Her resilience and determination serve as a beacon for those striving for a more equitable and respectful workplace environment.
