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the exercise of management functions

By David Hyde | 7 Minutes Read October 24, 2012

New case helps to further define the difference between “workplace harassment” and “legitimate management conduct”

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.

Article by David Hyde / Employee Relations, Health and Safety, Human Rights / 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

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