bullying
January 24, 2020 Beyond Rewards Inc Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development,
Bullying is usually seen as acts or verbal comments that could “mentally” hurt or isolate a person in the workplace. Sometimes, bullying can involve negative physical contact as well. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate a particular person or group of people.
bullying, bullying in the workplace, employment law, harassment, workplace violence
September 26, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Source Deductions and Reporting, Training and Development,
The three popular articles this week on HRinfodesk deal with 2020 EI premium rate and maximum insurable earnings, bad faith terminations and aggravated damages.
2020 employment insurance premium rate, aggravated damages, bad faith termination, bullying, employment law, maximum insurable earnings
July 12, 2019 Rubin Thomlinson LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development,
Whether advocating for a client before the Human Rights Tribunal, drafting a Respect at Work Policy or assisting a client with engaging a workplace investigator, many lawyers are familiar with providing advice about harassment at work, but how many of us have thought about harassment in our own workplaces?
bullying, discrimination, employment law, harassment, harassment and bullying, racial discrimination
December 19, 2018 Stringer LLP Employee Relations, Human Resources, Notice, Damages and Settlements, Payroll, Penalties and Fines
The case discussed in this article is both an encouraging sign for employers who are victims of employee theft, as well as a warning.
bullying, embezzlement, employment law, harassment, Limitations Act, separation agreement, theft
August 21, 2017 Rubin Thomlinson LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources
On May 17, 2017, Bill 127 (Stronger, Healthier Ontario Act) received Royal Assent. The Bill modified the Workplace Safety and Insurance Act to allow WSIB benefits for workers who suffer from chronic mental stress in the course of their employment.
Bill 127, bullying, chronic mental stress, harassment, Healthier Ontario Act, occupational health and safety act, OHSA, Stronger, workplace stressors, wsib, WSIB claims
May 17, 2017 Stringer LLP Conferences, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Source Deductions and Reporting, Union Relations, Wages and Compensation
It may seem fairly obvious when a worker breaks her leg “in the course of employment”. However, injuries and illnesses related to bullying and harassment have drawn significant attention in recent years, and decisions from various workers’ compensation tribunals across the country illustrate that determining the work-relatedness of such injuries is no simple task.
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January 17, 2017 Beyond Rewards Inc Health and Safety, HR Policies and Procedures, Human Resources, Standard for Employment, Training and Development
In an era that focuses on collaboration and open workspaces, workplace bullying has increasingly be on the rise. When trying to understand bullying that takes place at work, it is important first to be able to define workplace bullying. It is defined by OSACH (Ontario Safety Association for Community & Healthcare) as repeated, persistent, continuous behavior as opposed to a single negative act. All individuals within an organization should understand the difference between normal work conflict and tenacious management, and the continuous act of a bully.
bullying, bullying in the workplace, employment law, workplace bullying
November 3, 2014 Michele Glassford Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
Rarely has a phrase been so well-intentioned yet so fraught with pitfalls as “zero tolerance”.
bullying, employment law, grieving his termination, HR policies, human resources policies, labour arbitration, legal pitfalls, Policy makers and bureaucrats, racism, verbal harassment, workplace harassment, workplace policies, workplace violence, zero tolerance, zero tolerance policies
August 25, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
You might have seen instances of bullying or harassment at your workplace—we certainly hear about them frequently—but have you witnessed ostracism? A series of recent studies by Canadian researchers find that social exclusion is distinct from direct harassment and bullying, and can actually be more insidious.
bullying, Conflict resolution, discouraging ostracism, employee belonging, employment law, excluding co-workers, harassment, identifying ostracism, ignoring co-workers, managing relationship tension, ostracism, social exclusion, violence
October 30, 2013 Adam Gorley Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
In March 2013, the Workers’ Compensation Board released three new policies on the duties of employers, workers and supervisors with respect to workplace bullying and harassment. These policies come into effect on Friday, November 1, 2013.
BC, BC Occupational Health and Safety Regulation, British Columbia, bullying, compliance date, cooperate with investigation, Duty of care, employment policy, harassment, informing workers, mental disorder, policies and procedures, preventing workplace harassment, preventing workplace bullying, preventing workplace violence, reasonable management, reasonable steps to prevent bullying, record keeping, significant work-related stressor, training, violence, violence prevention training, Workers Compensation Act, Workers' Compensation Board, workplace bullying, workplace harassment, workplace investigation, workplace violence, WorksafeBC
August 13, 2013 Stringer LLP Employee Relations, Employment/Labour Standards, Human Resources, Human Rights
In a recent decision, General Motors of Canada Limited v. Johnson, the Ontario Court of Appeal provided clarity on an employee’s burden of proof when alleging constructive dismissal based on a poisoned work environment.
allegations of racism, bullying, canadian employment law, claim for disability, constructive dismissal, constructive dismissal based on a poisoned work environment, Court of Appeal, employer had repudiated the employment contract, employment contract, employment law, evidentiary burden, hostile work environment must be persistent or repeated, offers of employment, pattern of conduct, poisoned work environment, race, Return to work, stand-alone incident, systemic or institutional racism, where serious wrongful behaviour is demonstrated, workplace accommodation
April 4, 2013 Yosie Saint-Cyr, LL.B. Managing Editor 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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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
October 24, 2012 David Hyde Employee Relations, Health and Safety, Human Resources, Human Rights
The Ontario Labour Relations Board (“the Board”) has provided additional legal interpretation of workplace harassment under the Occupational Health and Safety Act (“OHSA”) in Amodeo v Craiglee Nursing Home Limited, 2012 CanLII 53919 (ON LRB), which was decided on September 19th, 2012. In drawing a clear distinction between “workplace harassment” and “legitimate management conduct”, the Board has provided some welcome direction on this sometimes contentious workplace issue.
bullying, conduct of a manager, employment law, examples of behaviours, Job performance, legal interpretation, legitimate management conduct, managerial authority, occupational health and safety act, Ontario Labour Relations Board, post-Bill 168 decisions, reprimanded, reprisal, TBCS Toolkit, the exercise of management functions, vexatious conduct, workplace harassment, workplace issue
May 31, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Human Resources, Human Rights, Union Relations
Through Standing Committee on Social Policy hearings, the government heard that students should be allowed to call student-led, single-issue groups specifically “Gay-Straight Alliances” or other similar names. This has angered some Christians, among them Evangelical and Catholic groups as well as their leaders, who feel that this Bill would force them to allow clubs with the name “Gay-Straight Alliance” in their schools. They feel accepting such a premise violates their beliefs, Charter rights and religious freedom.
2011, Anti-bullying, anti-bullying laws, Bill 13, Board employees, bullying, canadian charter of rights and freedoms, Catholic school board, Education Act, employment law, Freedom of religion, Gay-Straight Alliances, Ontario Catholic School Trustees Association, Ontario English Catholic Teachers Association, the Accepting Schools Act
HI Barry, Given the Emergency Order in Ontario, and the introduction of Ontario Regulation 73/20 would not those actions relieve against the ESA 13 week... – Apr 02, 4:55 PM
We are splitting the total number of employees into two groups - on a weekly rotation basis. One group is coming one week and another... – Mar 25, 5:13 PM
HRinfodesk Poll result and commentary: The presence of psychological risks or mental illnesses in the workplace
April 4, 2013 Yosie Saint-Cyr, LL.B. Managing Editor 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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