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poisoned work environments

By Kevin Sambrano, Sambrano Legal Services | 3 Minutes Read March 26, 2018

Human Rights Tribunal of Ontario: the “Code” matters, not social norms

Although there may be social norms at play, a business owner would do well to continue to update and implement workplace and human rights policies on an ongoing basis, otherwise, they may be liable for any breach of the "Code", whether intended or otherwise.

Article by Kevin Sambrano, Sambrano Legal Services / Human Rights / discrimination, employment law, George v. 1735475 Ontario Limited, harrassment, hrto, human rights applications, human rights code, Human Rights Tribunal of Ontario, Kevin Sambrano, Ministry of Labour, nigglet, personal respondent, poisoned work environments, social norms, workplace harassment

By Michele Glassford | 2 Minutes Read December 1, 2014

Are your sexual harassment and harassment policies proactive or reactive?

While at the First Reference Conference one year, an interesting conversation arose among attendees at my lunch table, where more than one complained that her workplace refused to implement an anti-bullying policy (as was required under the Ontario Occupational Health and Safety Act), apparently because doing so would open the floodgates (as the HR Manager was the alleged bully).

Article by Michele Glassford / Employee Relations, Employment Standards, Health and Safety, Human Rights, Privacy, Union Relations / anti-bullying policy, discrimination, employment law, Ghomeshi effect, harassment, occupational health and safety act, off-duty conduct, poisoned work environments, policies and procedures, prohibited ground in human rights legislation, racism, sex discrimination in the workplace, sexism, sexual harassment

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