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sexual assault

By Occasional Contributors | 3 Minutes Read September 9, 2015

Vicarious liability claim provides warning to employers sponsoring staff parties – employers must ensure supervision and control

Employer-sponsored staff parties and social events are seen to be an opportunity for organizations to show appreciation and to build good will with employees. In spite of these positive aspects, a recent decision of the Ontario Superior Court of Justice may serve as warning that employers must exercise caution when hosting such events.

Article by Occasional Contributors / Employee Relations, Health and Safety, Human Rights, Payroll, Union Relations / alcohol to be consumed at the party, control consumption and ensure the safety of employees, Employer-sponsored staff parties and social events, employment law, negligent infliction of mental suffering, sexual assault, sexual harassment, Vicarious liability claim

By Doug MacLeod, MacLeod Law Firm | 2 Minutes Read August 11, 2015

Damage awards for sexual harassment/sexual assault on the rise

Last month, I wrote about a vulnerable, low paid employee who obtained $150,000 from her former employer by filing a complaint under the Ontario Human Rights Code. This month, I am writing about a vulnerable, low paid employee who obtained $300,000 from her former employer using Ontario’s court system.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / aggravated damages, damage awards, employment law, future lost income, human rights code, no-discrimination policy, pay in lieu of reasonable notice, punitive damages, sexual assault, sexual harassment, Supreme Court of Canada, violation of the Code, wrongful dismissal case

By Christina Catenacci, BA, LLB, LLM, PhD | 5 Minutes Read March 18, 2013

Employer sexually harassed adolescent employee

The Yukon Human Rights Board of Adjudication just found that a teenaged employee was sexually harassed by her employer with persistent unwelcome sexual conduct. This finding was underscored by the power imbalance, age difference and generational communication issues present. That said, the harassment was considered to be at the most mild end of the spectrum of sexual harassment.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Human Rights / age difference and generational communication issues present, communications, conduct and behaviour, dress codes, employee policies, employee's perception of the relationship that was central, Employer sexually harassed employee, employer-employee relationship, employment law, harassment, left her employment as a result of the behaviour, misconduct, no formal schedules, power imbalance, questionable emails, questionable texts and other interactions, sexual assault, sexual harassment, sexually harassed, social communication, unwelcome sexual conduct, work environment, Yukon Human Rights Board of Adjudication

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