Monday, January 9th, 2012
Valuable information can come from diverse sources. Consider this case I uncovered via the daily commuter newspaper: a female employee complained that a third-party service provider harassed her. The incident took place on the employer’s premises, but the alleged harasser was not employed directly by the employer. He was employed by the company that serviced the company’s office photocopiers…
Read the rest of this post »Tuesday, December 6th, 2011
Two men are holding hands and occasionally kissing while waiting in line at a driver licensing office. A person waiting in line approaches the men calling them “fags” and telling them their behaviour is “disgusting”. The same person attempts to engage others waiting in the line to join in the demeaning discourse…
Read the rest of this post »Tuesday, October 11th, 2011
“Excessive claims of workplace harassment are a sign that our society has become far too sensitive and it really needs to stop.” This is the message I received from workshop participants this week during a group discussion on the topic of the prevention of workplace harassment and discrimination. But is it true?
Read the rest of this post »Tuesday, September 27th, 2011
“I am at a party on my day off and a coworker hurls racial insults at me or makes sexual suggestive comments to me.” Am I protected by my employer’s harassment and discrimination policy? Likewise, if I am the one doing the hurling or suggestive commenting, am I subject to discipline under my employer’s policies?
Read the rest of this post »Tuesday, July 26th, 2011
Without any question whatsoever it is smart for organizations and those who manage them to address issues of workplace bullying. It is not only smart but, since about this time last year, it is the law!
Read the rest of this post »Wednesday, July 13th, 2011
Aggression sometimes occurs in the workplace. That is a fact! And when conflicts are left unresolved, employers have employees resigning or taking tremendous amounts of sick leave to deal with these issues, or the aggression crosses the line into assault or battery, or you receive a human rights or occupational health and safety complaint.
Read the rest of this post »Tuesday, June 28th, 2011
So here’s a question to ask yourself—what are your legal obligations under Ontario law when you see an online photo of your worker committing violent acts?
Read the rest of this post »Friday, June 17th, 2011
I recently read an excellent case that sends a strong message to employers who attempt to abruptly change telecommuting arrangements, especially in the case where the employer had been previously accommodating the employee due to a physical disability. Simply put, it is a really bad idea, one that could cost at least $18,000.
Read the rest of this post »Wednesday, May 18th, 2011
We’ve written plenty on First Reference Talks about the significant effects—both negative and positive—that online social networking can have on workplaces. Whether its Facebook, Twitter, LinkedIn, YouTube, news or entertainment blogs or what-have-you, employees are using social media, and increasingly they’re doing it on your time. Employers should be aware of the potential value they can derive from social media, as well as the potential risks.
Read the rest of this post »Tuesday, May 10th, 2011
Occupational health and safety law and human rights law both prohibit reprisals, threats and intimidation against a person for exercising their rights. Employers can be liable for stiff financial penalties for permitting this unacceptable behaviour…
Read the rest of this post »Monday, May 9th, 2011
In a case that has gained significant media attention, the Nova Scotia Court of Appeal has held that the name of a 15-year-old girl, who was allegedly defamed and bullied online, should be revealed to the public.
Read the rest of this post »Tuesday, April 26th, 2011
Morris has been Everett’s supervisor for over six years. Recently Morris had hired several administrative assistants and was giving the new recruits a workplace tour. The entourage stopped near the area where Everett was working and Morris introduced everyone. “Everett is your go-to person, ladies, for advice on fashion, hair, make-up or anything else a girl needs to know these days.”
Read the rest of this post »Tuesday, April 12th, 2011
The question for Steve in this workplace scenario is: did you know your actions were unwelcome at the time of the occurrence?
Read the rest of this post »Friday, March 25th, 2011
Is it an invasion of privacy for employers to get involved in the process of helping employees lose extra weight so they can be healthier? Should it be mandatory for employers from a health and safety perspective to require some type of fitness and nutrition management program in the workplace? Could an increase in education regarding fitness and nutrition lead to improved employee health and consequently improved productivity in the workplace? Could the pressure to lose weight affect employees’ self-esteem in a negative way? Is it unfair for employers to put pressure on employees to lose weight? Is it discriminatory under human rights legislation to require someone to increase their general health?
Read the rest of this post »Tuesday, March 22nd, 2011
I am a workplace human rights trainer and I learn of some important real-life scenarios from my workshop participants. I am often asked to provide expert feedback. The following are two very interesting workplace human rights scenarios—I have changed the names of those involved:
Read the rest of this post »
Leslie D Foreman:Andrew Taillon:
Copyright © 2012 - First Reference | Entries (RSS) | Comments (RSS) | Twitter | Facebook
WordPress theme designed by 
web design
