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workplace violence policy

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 4 Minutes Read December 4, 2019

The holiday party and workplace policies

The holiday season is fast approaching and organizations are planning their annual Christmas or holiday parties. The increased recognition that alcohol consumption at organization-sponsored events creates significant legal liability has had an impact on that traditional institution. And now, with the legalization of cannabis and the #metoo movement, added legal liabilities come into play.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Health and Safety, Human Rights, Payroll, Privacy / drug and alcohol policy, employment law, holiday party, office holiday party, social host liability, social media policy, workplace harassment policy, workplace violence policy

By David Hyde | 9 Minutes Read July 20, 2012

Navigating the issue of domestic violence in the workplace

Ontario's recently enacted workplace violence amendment places a legal onus on provincially regulated employers to safeguard employees from the risk of domestic violence in the workplace. Additional jurisdictions are likely to follow suit. In legal terms, domestic violence is increasingly becoming a foreseeable workplace risk. In moral terms, inaction on this growing workplace issue would introduce unacceptable human risk.

Article by David Hyde / Health and Safety, Privacy / Bill 168, domestic violence, domestic violence and the workplace, Due diligence, employment law, foreseeable harm, occupational health and safety act, OHSA, ontario, personal safety plan, reasonability, risk management, risk management strategy, safety plan, section 32.0.4, threat assessment, threat management plan, threat of domestic violence, threat of violence, workplace harassment, workplace injury, workplace investigation, workplace safety plan, workplace violence, workplace violence policy, workplace violence program, WorksafeBC

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 3 Minutes Read August 13, 2010

Unspoken and unaddressed harassment claims leads to workplace violence

I recently read in the news a classic case of unaddressed harassment claims that led to the worst form of workplace violence. This case may stem from the US but all the same principles and warnings apply in Canada as well. The case involves the death of nine people (including the suspected gunman) on Tuesday August 3, 2010, in a shooting rampage at a beer distributor in Connecticut.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Health and Safety, Human Rights / beer distributor in Manchester, Connecticut, disciplinary hearing, Guides, policies and procedures, policy manual, racial discrimination, racial harassment, resignation, shooting rampage at a beer distributor in Manchester, unaddressed harassment claims, workplace harassment, workplace harassment policy, workplace investigation, workplace violence, workplace violence policy

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