harassment
April 4, 2013 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Standard for Employment, Training and Development, Union Relations,
The Psychological Health and Safety in the Workplace standard was released on January 16, 2013, by the Canadian Standards Association. Canadian companies and employees across the country can turn to a new national standard to help them identify and address psychological risks and mental health issues in the workplace. We wanted to know if employers were aware of any cases of psychological risks or mental illnesses in their workplaces. This is why our last poll asked readers: Have you encountered employees who suffer from psychological risks or mental illnesses (i.e., depression, bipolar) in your workplace?
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March 25, 2013 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development,
When a workplace supervisor accessed pornographic, racist and other inappropriate material via a work computer and circulated it to employees and employer contacts, the employer had just cause to dismiss him. The employee claimed he was wrongfully dismissed, but the Alberta Court of Queen’s Bench was not convinced and acceded to the employer’s request to dismiss the employee’s claim without trial.
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March 18, 2013 Christina Catenacci Employee Relations, HR Policies and Procedures, Human Resources, Human Rights,
The Yukon Human Rights Board of Adjudication just found that a teenaged employee was sexually harassed by her employer with persistent unwelcome sexual conduct. This finding was underscored by the power imbalance, age difference and generational communication issues present. That said, the harassment was considered to be at the most mild end of the spectrum of sexual harassment.
age difference and generational communication issues present, communications, conduct and behaviour, dress codes, employee policies, employee's perception of the relationship that was central, Employer sexually harassed employee, employer-employee relationship, employment law, harassment, left her employment as a result of the behaviour, misconduct, no formal schedules, power imbalance, questionable emails, questionable texts and other interactions, sexual assault, sexual harassment, sexually harassed, social communication, unwelcome sexual conduct, work environment, Yukon Human Rights Board of Adjudication
February 11, 2013 Alison J. Bird Employee Relations, HR Policies and Procedures, Human Resources, Human Rights,
Across Canada, there is a trend in human rights law to increase protections for transgendered individuals. Last year, Ontario and Manitoba joined the Northwest Territories in expressly including “gender identity” as a prohibited ground of discrimination under their human rights legislation. Ontario also included “gender expression” as a prohibited ground. In addition, Nova Scotia in 2012 added “gender identity” and “gender expression” to its Human Rights Act to protect transgendered persons from discrimination.
access to washroom or changing facilities, availability of leave for treatment related to gender identity, discrimination, Dismissal, dress codes, duty to accommodate, employment law, formal human rights policy, gender, gender assigned at birt, gender expression, gender identity, harassment, human rights code, human rights commissions, human rights legislation in Canada, human rights tribunals, investigate and respond to her allegations of discrimination, legal obligation to not discriminate against transgendered persons, manitoba, medical or legal documentation, non-discriminatory environment, Nortwest Territories, Nova Scotia, ontario, poisoned work environment, policies and practices, prohibited ground, sex assigned at birth, the duty to accommodate to the point of undue hardship, transgendered, transgendered persons, undue hardship, workplace investigation
February 8, 2013 Clear Path Employer Services Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Recruiting and Hiring, Standard for Employment,
As of January 2013, Canada is now the first country in the world to adopt a national standard for mental health in the workplace. Several health and safety and human rights legislation across Canada already address providing safe and healthy workplaces, the prevention of harassment that includes bullying, sexual harassment, and discrimination based on disability which includes mental illnesses. However, this new standard now gives employers and employees support to make their workplaces psychologically safe and healthy.
Absenteeism, bullying, Conference Board of Canada, CSA, discrimination, duty to accommodate, employment law, harassment, Long-Term Disabilit, mental health, Mental Health Commission of Canada, mental health issues, national standard, national standard for mental health in the workplace, policies and processes, psychological health and safety in the workplace, psychologically safe and healthy, Risk mitigation, sexual harassment, short-term disability, workplaces psychologically safe and healthy
January 15, 2013 Simon Heath Employee Relations, Employment/Labour Standards, Human Resources,
Workplace personality conflicts are becoming all too common in the Canadian workplace given the heightened sensitivity to workplace harassment. With growing frequency, employees are raising concerns about how they are treated by senior management. However, what happens if an employee crosses the line between a legitimate concern to undermining the very essence of the employment relationship?
British Columbia, Canadian workplace, Court of Appeal, dismissing employee for just cause, employee conduct and behaviour, employee’s conduct in workplace interpersonal conflict, employment law, employment relationship, harassment, heightened sensitivity to workplace harassment, just cause, management, termination, terminations, type of behaviour justify the employee’s termination for cause, Workplace personality conflicts
November 20, 2012 Simon Heath Employee Relations, Employment/Labour Standards, Human Resources, Human Rights,
The Ontario Labour Relations Board (OLRB) recently cautioned individuals not to make serious allegations of religious discrimination and harassment if they don’t have the proof or the evidence to back up the allegations. In The Brick Warehouse LP v. Awan (2012) CanLii 63787, the OLRB varied an Order to Pay issued by an Employment Standards Officer under the Employment Standards Act, for termination amounts owing.
allegation of discrimination, anti-Muslim bias, constructive dismissal, constructively dismissed, customer complaints, Disciplinary measures, employment law, employment standards act, harassment, Ontario Labour Relations Board, Order to Pay, performance management, performance review, religious discrimination, termination, terminations, written resignation, written warnings
November 19, 2012 Lauren Bride Accessibility Standards, Employee Relations, Human Resources, Human Rights, Recruiting and Hiring, Standard for Employment,
Last week we posted an entry about the Attorney General’s report on the Ontario Human Rights Review. Today’s post will revisit the report, attending to the concerns it may raise for employers.
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November 2, 2012 Michele Glassford Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources,
With the holiday season fast approaching, employers are consistently reminded of the additional risks and liabilities which may result from an employer-sponsored holiday event. Nevertheless, holiday parties and events are often considered to be an essential “benefit” expected by employees.
Alcohol in the workplace, company sponsored event, conduct and behaviour, employer serves alcohol at an employer social event, employer social functions, employer-sponsored events, employer-sponsored social event, employment law, harassment, holiday parties and events, HR issues, Human Resources PolicyPro, Policy and procedure, policy manual, Responsibilities of employers during a company hosted party, risk of liability, risks and liabilities, The do's and don'ts of company-sponsored events, workplace harassment, Workplace holiday parties, workplace policies
October 16, 2012 Simon Heath Human Resources, Human Rights,
Just in case employers needed yet another reason to be careful to ensure that employees in their workplaces treat one another with respect and avoid a “locker room mentality”, the Ontario Human Rights Tribunal has provided one. In Lombardi v. Walton Enterprises, (2012) HRTO 1675 the Tribunal found a corporate employer and Assistant Manager jointly and severally liable for homophobic slurs directed at an employee.
allegations of harassment, discrimination, harassment, harassment policy, homophobic comments, homophobic slurs, Human rights complaint, investigation procedure, jointly and severally liable, locker room mentality, Ontario Human Rights Tribunal, racial slurs, sexual orientation, treat one another with respect, workplaces
September 17, 2012 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Human Resources, Human Rights, Recruiting and Hiring, Standard for Employment,
On Thursday, September 13, 2012, the Ontario Human Rights Commission (OHRC) released Minds That Matter: Report on the consultation on human rights, mental health and addictions, which is the result of what they heard from the consultation across the province and sets out a number of key recommendations and commitments to address human rights issues that affect people with mental health disabilities or addictions.
accessibility, AODA, Disability, discrimination, employment law, exclusion, harassment, marginalization, medical information, mental health and addictions, mental health disabilities or addictions, Minds That Matter: Report on the consultation on human rights, OHRC, Ontario human rights commission
August 23, 2012 Yosie Saint-Cyr Human Resources, Payroll, Pensions and Benefits,
The three most viewed articles in this week HRinfodesk newsletter deals with OHS reprisals, dismissal because employee issued threats, and WSIB benefits for employee assaulted at work…
Dismissal, dismissing an employee for just cause, employment law, harassment, HRinfodesk, OHS reprisal, OHSA, termination, threats, workplace violence, wsib, WSIB benefits
February 24, 2012 Christina Catenacci Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Human Rights
I have read several articles in the last week regarding Apple Inc.’s manufacturing in China, through the company Foxconn. Perhaps it is time for us to take a step back and really understand what is going on here, and how this affects us in Canada.
Apple, audit, better working conditions, China, discrimination, employment law, excessive hours of work, Fair Labour Association, forced labour, Foxconn, globalization, harassment, illegal compensation, investigation, Labour Law, n-hexane, supply chain, training, workers poisoned, working conditions in the factory, workplace code of conduct
February 16, 2012 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources
Following the increased occurrence of bullying in schools among Canadian youths aged 11 to 16, and high-profile suicides of young persons due to bullying, several jurisdictions in Canada are in the process of enacting anti-bullying laws. The aim of the laws is…
anti-bullying laws, Bullying in schools, BullyingCanada.ca, educational institutions, employment law, harassment, school boards, violence, violence in schools, workplace violence
January 9, 2012 Andrew Lawson Employee Relations, Human Resources, Human Rights, Training and Development
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…
harassment, harassment prevention policy, harassment training, human rights tribunal, sexual harassment, third parties, Wamsley v. Ed Green Blueprinting, workplace harassment, workplace harassment investigations
Good day, I have just recently started a new job in the Position of Regional Loss Prevention Manager. I am a former Military Police Officer... – May 16, 7:14 AM
Sarnia lawyer targeted by opposing party in family estate settlement: http://www.sunnewsnetwork.ca/archives/sunnews/canada/2013/05/20130510-133258.html – May 10, 2:12 PM
HRinfodesk Poll result and commentary: The presence of psychological risks or mental illnesses in the workplace
April 4, 2013 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Standard for Employment, Training and Development, Union Relations, 0
The Psychological Health and Safety in the Workplace standard was released on January 16, 2013, by the Canadian Standards Association. Canadian companies and employees across the country can turn to a new national standard to help them identify and address psychological risks and mental health issues in the workplace. We wanted to know if employers were aware of any cases of psychological risks or mental illnesses in their workplaces. This is why our last poll asked readers: Have you encountered employees who suffer from psychological risks or mental illnesses (i.e., depression, bipolar) in your workplace?
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assess psychological risks, bullying, Canadian Standards Association, discrimination, employment law, harassment, HRinfodesk, identification of psychological hazards, identify and address psychological risks and mental health issues, mental disorders, mental health awareness, Mental Health Commission of Canada, mental health in the workplace, mental illnesses, national standard, occupational health and safety, policies and procedures, policies and processes, Poll Commentary, psychological health and safety program or processes, psychological risks, psychological risks or mental illnesses in the workplace, respectful work environment, Risk factors can be present in the workplace, short- and long- term disability, The Psychological Health and Safety in the Workplace standard, The Public Health Agency of Canada, training programs, unhealthy employees