anti-harassment policies

Employee’s secret recording of meetings with management contributes to finding of just cause for dismissal

January 3, 2018 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development, Uncategorized, 1

A recent decision from the Manitoba Court of Queen’s Bench supports that an employee’s use of his work phone to secretly record meetings with management may support an employer’s decision to terminate for just cause.

anti-harassment policies, breach of confidentiality, employee complaints, employment law, harassment, harassment in the workplace, just cause for dismissal, privacy, termination, termination for cause

Number of arrests in the NFL: one too many bad apples?

July 29, 2013 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, International Payroll, Payroll, Recruiting and Hiring, Wages and Compensation

If you’ve been following sports at all this month, you’ve likely heard about the number of high profile arrests involving members of the National Football League. This string of charges leads us to the question of how much responsibility, if any, an employer has for an employee’s behaviour outside of the workplace.

aaron hernandez, anna aceto-guerin, anti-harassment policies, Ausar Walcott, Clear Path, clear path employer services, Did the company exercise reasonable care to prevent and promptly correct any harassing behaviour, discriminatiom, Due diligence, employee morale, employee’s behaviour outside of the workplace, employer responsibility, encourage responsible behaviour, having a good policy, higher standards, hiring and firing, hostile work environment, HR Law, impartial investigation, investigated the complaints, Is having a policy enough?, Joe Lefeged, law-abiding citizens, national football league, nfl, number of NFL arrests, one too many bad apples, Personal Conduct Policy, policies and programs, policies in place, recruiting process, talent or performance, terminated a supervisor as a result, The policies need to be effectively and tangibly enforced, traditional workplace environment, whether the employer effectively enforced its policies, whether the talent is worth the risk, workplace safety

How would you manage Gordon Ramsay if he was your employee?

November 23, 2010 Andrew Lawson Health and Safety, Human Resources, Human Rights

How would you manage Gordon Ramsay if he was your employee? How many of you are thinking, “With the revenue he generates, he can act any way he wants”?

abusive behaviour, anti-harassment policies, bullying, bullying behaviour, canadian employment law, discrimination, employment law, employment relationship, Gordon Ramsay, harassment, harassment free workplace, Jamie Oliver, Kitchen Nightmares