• First Reference
  • About us
  • Contact us
  • 23rd Ontario Employment Law Conference 📅
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Conference
  • Resources
  • Buy Policies

workplace harassment

By Vey Willetts LLP | 3 Minutes Read May 15, 2020

The Maleficent guide to employee mismanagement: lessons for Ontario employers

Maleficent’s (mis)management highlights a number of issues from which Ontario employers and employees can learn:

Article by Vey Willetts LLP / Employee Relations, Employment Standards, Human Rights, Payroll / dismissal without cause, employee mismanagement, employment law, Job descriptions, performance management process, termination, vexatious comment or conduct, workplace harassment

By Doug MacLeod, MacLeod Law Firm | 4 Minutes Read March 10, 2020

Constructive dismissal update: Employee claiming damages for workplace harassment barred from commencing court action

If this case is upheld on appeal, this decision suggests that if an employee quits because of workplace harassment, then the employee will not be able to bring a constructive dismissal in the courts in some cases.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll / abuse in the workplace, bullying in the workplace, chronic mental stress, employment law, harassment, mental stress, workplace harassment, Workplace Safety and Insurance Act, WSIA

By Rubin Thomlinson LLP | 3 Minutes Read January 15, 2020

Unfair Investigation? No Comment.

We are now in a world where workplace harassment is taken much more seriously than it was before. Although some jurisdictions in Canada do not have an explicit legal obligation to investigate incidents of this nature, there is now a pressing moral obligation to do so. But when such a moral obligation is unmoored from legal principles or government-issued guidelines, there is a greater risk of unfairness to all parties. An investigation in this context is more likely to be guided by an emotional drive to either undermine those who raise complaints or persecute those who are alleged to have behaved badly, rather than arriving at factual findings from a neutral perspective using a fair investigation process.

Article by Rubin Thomlinson LLP / Employee Relations, Health and Safety, Payroll / employment law, external investigator, workplace complaints, workplace harassment, workplace investigations

  • Go to page 1
  • Go to page 2
  • Go to page 3
  • Interim pages omitted …
  • Go to page 41
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Conference
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2022 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy