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harassment allegations

By Stringer LLP | 7 Minutes Read April 6, 2016

No room left for doubt: Ontario introduces new workplace harassment obligations #learnthelatest

ontario-employment-law-conference-2016-blog-image-300x285Workplace harassment has been at the forefront of labour and employment law over the past several years, particularly in relation to the employer’s duty to investigate.  The trend continues with the Ontario Government’s recent introduction of Bill 132, the Sexual Violence and Harassment Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016. Bill 132 amends various pieces of legislation including the workplace harassment provisions of the Occupational Health and Safety Act (“OHSA”).

Bill 132 fills in the gaps left by its predecessor, Bill 168. The existing workplace harassment provisions of the OHSA were a result of the Bill 168 amendments in 2010. Most of the Bill 168 requirements pertained to workplace violence. Although Bill 168 also imposed some requirements with respect to workplace harassment, these were much more limited in scope. Bill 168 required employers to put in place policies with respect to workplace harassment that include … Continue reading “No room left for doubt: Ontario introduces new workplace harassment obligations #learnthelatest”

Article by Stringer LLP / Administration, Employee Relations, Health and Safety, Human Rights, Privacy, Union Relations / #Learnthelatest, 17th Annual Ontario Employment Law Conference, duty to investigate under the OHSA, employment law, harassment allegations, joint health and safety committee, legitimate exercise of managerial authority, occupational health and safety act, perils of a faulty investigation, sexual harassment, sexual violence and harassment, Sexual Violence and Harassment Plan Act, workplace harassment, workplace harassment investigations, workplace harassment policy and procedures, workplace violence

By Michele Glassford | 3 Minutes Read February 3, 2014

Valentine’s Day is coming – Is romance in the air at your workplace?

Just like back in high school a workplace gossip mill goes into overdrive at the hint of a workplace romance, or even better, a messy breakup.

Article by Michele Glassford / Employee Relations, Privacy / a policy dealing directly with personal relationships, bullying and harassment, conduct and behaviour, conflict of interest, employee’s personal life, employment law, favouritism, harassment allegations, HR Law, Human Resources PolicyPro, legal liabilities, messy breakup, morale issues, nepotism, office romance, Personal Relationships policy, policies, respect their employees’ privacy, Romantic relationships between employees, sexting, sexual behaviour, sexual harassment, Valentine’s Day, workplace gossip, workplace romance, workplace violence

By Stringer LLP | 5 Minutes Read March 26, 2013

Learn the latest! — Responding to human rights harassment complaints: Guidelines from the HRTO

You are an employer that has just received a harassment complaint from an employee. The complaint is against a valued employee who you do not want to lose. But you are also worried that you will be faced with an expensive human rights complaint or lawsuit. What do you do?

Article by Stringer LLP / Administration, Employee Relations, Human Rights / 2013 Ontario Employment Law Conference, best practices, employment law, failed to properly investigate and respond to harassment allegations, harassment allegations, harassment complaint, harassment policy, hrto, human rights harassment complaints, Human Rights Tribunal of Ontario, lawsuit, legal duties to investigate and respond, Ontario human rights commission, prohibited discrimination or harassment on the basis of grounds protected under the Human Rights Code, training on the Code or the policy, workplace

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