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workplace harassment

The “G” word: Brooks v. Total Credit Recovery Limited

Brooks v. Total Credit Recovery Limited, a decision from the Human Rights Tribunal of Ontario examined words, their etymology, and their impact in the workplace.

 

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What to do when the MOL comes calling

This blog discusses a group of orders that a MOL inspector recently imposed on a small employer after an employee complained that she had been harassed at work.

 

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Workplace health and safety law and partisan political arguments

workplace partisan political arguments

In March, a discussion was posted with respect to how workplace political expression could go awry with human rights law. The article also provided some best practices on how human resources professionals and employers can appropriately address human rights complaints specifically on the basis of political belief, activity or association. This following discussion, “Part 2”, addresses how workplace political expression could also contravene harassment provisions under occupational health and safety legislation.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: Budget 2017’s proposed changes to maternity and parental leave; Bill 168 and compliance regarding violence provisions under OHSA; and employee sexual harassment and reprisal.

 

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Workplace instant messaging: Information overload

We all know that social media, electronic communications and the online world has changed how we interact socially. Who has the patience to leave a voice message for a friend about a restaurant meeting place, let alone listen to one? That’s what instant messaging is for. Short, efficient and no small talk. But, does this efficient communication work in the workplace?

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: An employee who was dismissed for not submitting a doctor’s note in a timely fashion; a firefighter who was reinstated after being dismissed for sexually harassing a co–worker; and human rights claims, made by a former employee, that were barred by terms of a final release received on termination.

 

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Additional employer obligations? Domestic and sexual violence

As of the writing of this blog, Bill 26 has passed second reading and is before the Standing Committee on the Legislative Assembly for consultation and, so it remains to be seen if the above changes will come into force. That said, with the recent legislative attention on protecting employees with respect to sexual harassment and violence, it is likely that employers may soon need to revisit their policies and programs to account for domestic and sexual violence.

 

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Workplace investigations that are required or recommended

Until the last few years formal workplace investigations were relatively uncommon. Recent changes to the law however have totally changed the legal landscape relating to workplace investigations. To reduce legal exposure and save costs, I believe most employers should ensure that at least one employee receives workplace investigation training. This blog discusses four scenarios where workplace investigations are required or recommended.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: Vacation entitlement changes in Nova Scotia; reduction in the employment insurance waiting period; and Ontario Ministry of Labour’s updated workplace harassment guide.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: a matter that looks at just cause for dismissal; a claim of discrimination in relation to cessation of benefits upon turning the age 65; and claims that address bonus payments on termination.

 

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Sending a signal to harassment perpetrators and employers alike

Ontario courts are rightly increasing their protection of employees from harassment and assault in the workplace. This case serves as a strong deterrent to employers and employees who do not comprehend or acknowledge the severe implications of their actions.

 

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OHSA workplace harassment amendments to take effect September 8, 2016: Are you ready?

“Bob is harassing me.” Your spidey senses should be tingling, because some kind of investigation should be taking place soon. If not, consider what happened when an employee at CBC complained about Jian Ghomeshi and was ignored or when an employee at the TO2015 Pan American games complained about David Peterson and her complaint was allegedly not taken seriously. Here are three questions to consider when someone makes a harassment complaint.

 

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Combatting sexual harassment in the workplace: Formal measures required by September 2016

As we wrote about late last year, the Government of Ontario has moved forward with its plan to address sexual violence and harassment. Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015, received Royal Assent…

 

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Introducing our newest guest blogger: Rubin Thomlinson LLP

We are very pleased to announce that the employment law firm Rubin Thomlinson LLP will be blogging on First Reference Talks! Rubin Thomlinson is a Toronto-based employment law firm dedicated to finding optimal legal solutions to challenging workplace issues.

 

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Employers upcoming responsibilities regarding sexual harassment in Ontario

On March 8, 2016, Ontario Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016, received Royal Assent. Schedule 4, which deals with changes to the Occupational Health and Safety Act regarding workplace harassment, comes into force September 8, 2016. The changes will do a few of the following things.

 

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