Facebook posting about co-worker = workplace harassment

August 6, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development

In a recent case the Ontario Human Rights Tribunal (the “Tribunal”) found that a facebook posting about a co-worker’s Mexican heritage was prohibited workplace harassment under the Human Rights Code (the “Code”).

The case

The facts are straightforward. The Applicant, Oscar Perez-Moreno worked at a Golf Resort as a manager. One of the employees who reported to him was the Respondent, Danielle Kulczycki. After being disciplined by Mr. Perez-Moreno, Ms. Kulczycki went on facebook to, presumably, ‘let off some steam’. She posted one comment calling Mr. Perez-Moreno a “dirty Mexican” and also posted the following message to co-workers: “now the Mexican is not going to give me anything”.

As the Respondent did not participate in the hearing, the Tribunal deemed all of the allegations true and accepted by the Respondent. The Tribunal then found that the postings related to a workplace incident and concerned the Applicant’s race, place of origin, ancestry and citizenship. The Tribunal, citing the definition of harassment in the Code, stated that the posting was “vexatious” and that “the respondent knew or ought reasonably to have known her comments were unwelcome”.

As a remedy, the Tribunal ordered that the Respondent undergo human rights training.

“Take-aways” for employers

The Tribunal in this case confirmed a very important principle—postings on the Internet, that relate to the workplace may constitute harassment under the Code. Of course, online postings must still relate to a prohibited ground of discrimination (e.g. race) under the Code. The online postings must also meet the Code’s definition of harassment—they must be “vexatious” and known to be unwelcome (or ought reasonably to be known to be unwelcome). The Tribunal’s case-law demonstrates that this is not a difficult standard to meet (note: before the Ministry of Labour the standard is even easier to meet by a worker given that harassment does not have to be linked to a prohibited ground of discrimination under the Occupational Health and Safety Act).

While the employer was not named in this case, it is important to stress that employers can be held responsible for the harassment of staff, whether that harassment occurs in-person or online. Employees—especially younger ones—will use social media. They will likely “friend” their co-workers on facebook. They will likely do this during working hours. While harassment training is important, this will not be sufficient. Employers should seriously consider a social media policy that bans facebook at the workplace, or, at the very least, prohibit comments (and pictures) relating to the workplace. This will go along way to minimizing the risk of online workplace harassment.

Daniel Pugen
Ontario Employer Advisor
Published with permission from McCarthy Tétrault LLP

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Employer Advisor, McCarthy Tétrault LLP

Employment and labour lawyers at McCarthy Tétrault LLP

McCarthy Tétrault through their Employer Advisor blogs offers their perspectives on the latest legal developments applicable to the workplace. It provides their insights on legislative and regulatory developments, as well as new case law, while providing practical tips for employers and their human resources professionals when managing the workforce. McCarthy Tétrault is a Canadian law firm that delivers integrated business law, litigation services, tax law, real property law, labour and employment law nationally and globally. Several of their blog posts will be republished with permission on First Reference Talks. Read more