With the second anniversary of the Bill 132 changes fast approaching (September 2018), my hope is that organizations can use some of this insight to shape future iterations of their own workplace harassment policies which, pursuant to the legislation, must be reviewed on (at least) an annual basis.
When an employer receives a complaint or becomes aware of an incident of workplace harassment, it must be investigated. But what happens when the complaint is made against a member of the employer’s family, who just so happens to be a co-worker?
RT Policy Reflection #1: Is there a place for mediation and ADR in a post-Bill 132 world? Blog Series In addition to workplace investigations, assessments and training, one of the other services that we provide at Rubin Thomlinson is policy reviews. In this capacity, we review organizations’ workplace harassment policies (among others) to ensure that
As a result of Bill 132 coming into force one year ago, colleges and universities in Ontario now have stand-alone policies on sexual violence that outline their institutional responses to addressing complaints of sexual violence. In addition to the availability of a formal investigation, the majority of these policies also make reference to the possibility
Thank you so much for attending our webcast. We really enjoyed getting the chance to review the impact of Bill 132 and to imagine how it has, and will continue, to change workplaces. Since our broadcast we have found one more case that illustrates the impact of this bill on workplace harassment. In Toronto Community
With Bill 132 set to become law on September 8, 2016 for employers, and, January 1, 2017 for colleges and universities, organizations will have a statutory obligation to investigate workplace sexual harassment and sexual violence allegations and report on the findings. As the Bill 132 changes appertain to colleges and universities, sexual violence is defined
As I noted in my previous blog post, Bill 132 imposes a number of obligations on colleges and universities regarding sexual violence and harassment through amendments to the Ministry of Training, Colleges and Universities Act. As of January 1, 2017, publicly-funded universities and colleges will each be required to have a sexual violence policy in
With Bill 132 set to come into effect on September 8, 2016, and January 2017 for universities and colleges, there is a great deal of work that organizations are required to do, including drafting policies, establishing investigation procedures, and training staff. Given the usual complexities of investigating sexual violence, one of the central areas of