intimidation
So when is a threat just cause for dismissal?
January 25, 2013 Rudner Law, Employment / HR Law & Mediation Employee Relations, Health and Safety, Human Resources, Union Relations

A recent decision rendered by an Ontario Arbitrator raises questions about the hard line that seemed to have been taken by adjudicators as a result of An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters (formerly Bill 168), which amended the Occupational Health & Safety Act in order to address workplace violence and harassment.
alleged misconduct, An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters, anger management, anger management counselling, assessment of the threat, Bill 168, common law, discipline, dismiss or trivialize reported threats or incidents, employers can no longer ignore, employment law, employment relationship, for the purpose of intimidation, intimidation, just cause for dismissal, Labour Law, Occupational Health & Safety Act, picketing employees, seriousness of the misconduct, strike and picketing, termination, the utterance of a threat of violence, utterance of a threat of violence, violence prevention, workplace harassment, workplace investigation, workplace violence, workplace violence and harassment, would now constitute an act of violence
Don’t sweep harassment under the carpet
May 10, 2011 Andrew Lawson Employee Relations, Health and Safety, Human Resources, Human Rights

Occupational health and safety law and human rights law both prohibit reprisals, threats and intimidation against a person for exercising their rights. Employers can be liable for stiff financial penalties for permitting this unacceptable behaviour…
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Manitoba joins other provinces in legislating against psychological harassment
November 1, 2010 Adam Gorley Health and Safety, Human Resources

Manitoba recently informed employers that it would be updating its Workplace, Safety and Health Regulation to include specific protection against psychological harassment. The regulation already protects workers from workplace violence and harassment, but this update is intended to address “intimidation, bullying and humiliation” and other similar behaviours at work, from which workers previously had no explicit protection.
bullying, canadian employment law, employment law, harassment, humiliation, intimidation, manitoba, policies and procedures, psychological harassment, workplace harassment, workplace harassment and violence policies and program, Workplace Safety and Health Regulation, workplace violence
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