violence
January 15, 2019 Piccolo Heath LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
On October 25, 2018, An Act to amend the Canada Labour Code (harassment and violence), and the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1 (the “Act”) received Royal Assent.
employment law, harassment and violence, harassment prevention, incident investigation, violence
December 3, 2018 Christina Catenacci Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Several provinces have created or are beginning to add a statutory domestic violence leave of absence to their employment standards legislation, including Ontario, Saskatchewan, Manitoba, Prince Edward Island, Nova Scotia and New Brunswick. In Newfoundland and Labrador Bill 32 amends the Labour Standards Act to establish such a leave.
domestic violence leave, employment law, harassment, job-protected leaves, leave of absence, violence
July 3, 2018 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
This blog provides a summary of some of the key changes to the Alberta’s Occupational Health and Safety Code relating to joint work site health and safety committees, health and safety representatives, harassment and violence.
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April 12, 2017 Lisa Stam, Spring Law Employee Relations, Health and Safety, HR and Technology, HR Policies and Procedures, Human Resources, Privacy and Security, Union Relations
We all know that social media, electronic communications and the online world has changed how we interact socially. Who has the patience to leave a voice message for a friend about a restaurant meeting place, let alone listen to one? That’s what instant messaging is for. Short, efficient and no small talk. But, does this efficient communication work in the workplace?
employees online, employment law, harassment, instant messaging, instant messaging platforms, occupational health and safety act, online conduct, violence, virtual workplace, workplace harassment, workplace violence, work–related communications
August 25, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
You might have seen instances of bullying or harassment at your workplace—we certainly hear about them frequently—but have you witnessed ostracism? A series of recent studies by Canadian researchers find that social exclusion is distinct from direct harassment and bullying, and can actually be more insidious.
bullying, Conflict resolution, discouraging ostracism, employee belonging, employment law, excluding co-workers, harassment, identifying ostracism, ignoring co-workers, managing relationship tension, ostracism, social exclusion, violence
October 30, 2013 Adam Gorley Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
In March 2013, the Workers’ Compensation Board released three new policies on the duties of employers, workers and supervisors with respect to workplace bullying and harassment. These policies come into effect on Friday, November 1, 2013.
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July 31, 2013 David Hyde Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
A recent investigation and ruling by Human Resources and Skills Development Canada (“HRSDC”) has found that OC Transpo, the public transit operator in Canada’s capital city, is not doing enough to protect its bus drivers from workplace violence as required under the CLC.
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November 22, 2012 David Hyde Employee Relations, Health and Safety, Human Resources
Saskatchewan’s Ministry of Labour Relations and Workplace Safety has announced the enactment of a new regulatory amendment aimed at enhancing the protection of late night retail workers in that province. The new law comes into force on January 1st, 2013, and compels those operating late night retail establishments to conduct a hazard assessment and implement a range of specific crime prevention measures to protect late night retail workers.
employment law, hazard assessment, late night retail establishments, late night retail workers, lone or isolated workers, Ministry of Labour Relations and Workplace Safety, occupational health and safety, OH&S, protection of late night retail workers, Regulation and legislation, Saskatchewan, specific safety requirements, violence, Working alone, workplace violence
June 29, 2012 David Hyde Employee Relations, Health and Safety, Human Resources, Privacy and Security
The Conservative government is poised to enact the first substantive expansion of citizen’s arrest laws in Canada since 1955. The catalyst for the Bill C-26 amendment to the citizen’s arrest section of the Criminal Code of Canada was the 2010 case of Toronto grocer David Chen who faced criminal assault charges after performing a citizen’s arrest of a habitual thief he had seen stealing from his store earlier in the day.
Bill C-26, citizen's arrest, citizen's arrest by employees, criminal code, criminal offence, David Chen, Employer liability, employment law, non-security employees, Pope v. Route 66 Clothing Inc., private security, R v. Chen et. al., reasonable time, risk management, Section 494, The Citizen’s Arrest and Self-defence Act, training, vicarious liability, video surveillance, violence, workplace hazard, workplace theft or assault, workplace violence
February 16, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources
Following the increased occurrence of bullying in schools among Canadian youths aged 11 to 16, and high-profile suicides of young persons due to bullying, several jurisdictions in Canada are in the process of enacting anti-bullying laws. The aim of the laws is…
anti-bullying laws, Bullying in schools, BullyingCanada.ca, educational institutions, employment law, harassment, school boards, violence, violence in schools, workplace violence
September 14, 2011 David Hyde Employee Relations, Health and Safety, Human Resources, Human Rights
A recent labour arbitrator’s decision—to uphold the City of Kingston’s right to terminate a 28-year employee for issuing a verbal threat against a co-worker—was based in large part on the arbitrator’s view that “the classification of threatening language as workplace violence” under the Occupational Health and Safety Act represents a “clear and significant change” to the law in Ontario.
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February 8, 2011 Andrew Lawson Health and Safety, Human Resources, Human Rights
During my training workshops on workplace discrimination, harassment and violence participants often express interest in the topic of “political correctness.”
employment law, harassment, history, Mark Twain, offensive word, political correctness, training workshops, violence, Workplace discrimination
July 13, 2010 Andrew Lawson Health and Safety, Human Resources
As a human rights advisor and educator I was encouraged to overhear this educational conversation about harassment at Tim Hortons. I was concerned however that part of the message this group was hearing was incorrect and misleading.
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June 22, 2010 Andrew Lawson Health and Safety, Human Resources
You have a legal obligation to understand how the race, religion and sexual orientation of your employees can impact their safety at work. Understanding these factors will empower you to take steps to protect your workers from harassment and violence as required by the recent amendments to Ontario’s Occupational Health and Safety Act (Bill 168).
Bill 168, employment law, harassment, hate crimes, health and safety training, occupational health and safety, OHSA, ontario, Ontario Occupational Health and Safety Act, race, racism, religion, sexual orientation, training, violence, violence and harassment prevention, workplace training
June 11, 2010 Christina Catenacci Health and Safety, Human Resources
In my previous post on hazing and horseplay in the workplace, I referred to a recent incident where photos and videos revealed some very questionable events involving management and employees of the City of Mississauga. Since the acts were potentially criminal, the police became involved and started an investigation. Although some have said that the employees consented to the horseplay and hazing, one may wonder if that was really the case.
assault, Bill 168, criminal act, criminal charges, criminal investigation, employment law, harassment, hazing, health and safety, horseplay, Human Resources, Ministry of Labour, occupational health and safety, police investigation, suspension without pay, termination, violence
HI Barry, Given the Emergency Order in Ontario, and the introduction of Ontario Regulation 73/20 would not those actions relieve against the ESA 13 week... – Apr 02, 4:55 PM
We are splitting the total number of employees into two groups - on a weekly rotation basis. One group is coming one week and another... – Mar 25, 5:13 PM
