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This is my very first blog post with Rubin Thomlinson LLP, and I’m pleased to add my voice to the posts of my colleagues! I remain in familiar territory with a blog for federally-regulated employers and those conducting investigations in workplaces governed by the Canada Labour Code.
C’est mon tout premier billet de blogue chez Rubin Thomlinson LLP et c’est avec plaisir que j’ajoute ma plume aux analyses de mes collègues ! Je reste en terrain connu avec une publication pour les employeurs de compétence fédérale, et les personnes menant des enquêtes en milieu de travail réglementé par le Code canadien du travail.
Where does the time go? Federally-regulated organizations surely recall the passing of Bill C-65 which amended the harassment and violence provisions of the Canada Labour Code (“CLC”). They also no doubt recall the accompanying Work Place Harassment and Violence Prevention Regulations (“Regulations”) that came into effect in January of 2021, and set out more specific requirements for those employers that fall within federal jurisdiction.
In August 2020, my colleague Veronica Howard and I published a blog on conducting workplace assessments under Bill C-65. At that time, Bill C-65 and the related Regulations set out the requirements that federally regulated employers were required to meet in order to satisfy their obligations under the Canada Labour Code (CLC)…
On January 1, 2021, new regulations will come into force that will amend the Canada Labour Code (Code) and change how harassment and violence investigations are to be conducted in federally-regulated workplaces. Among the changes are the provisions surrounding the selection of a workplace investigator. Under the new regulations, an employer can appoint an investigator from a list of investigators that the employer has jointly developed with its health and safety representative, workplace committee, or policy committee.
The final regulations under Bill C-65 have been released and will come into force, along with the legislation, on January 1, 2021. The Bill and the regulations introduce significant changes to how employers in federally-regulated industries must prevent and respond to incidents of harassment and violence.
The rules around investigating incidents of workplace harassment and violence will shift once Bill C-65, An Act to amend the Canada Labour Code (harassment and violence) comes into force. The date that the Bill will take legal effect has not been confirmed, although it is supposed to be this year.
Le projet de loi C-65 vise à renforcer les dispositions concernant le harcèlement et la violence dans les milieux de travail sous réglementation fédérale, la fonction publique fédérale et les milieux de travail parlementaires. Le projet de loi a reçu la sanction royale en octobre 2018, mais n’est pas encore en vigueur. En avril 2019, le gouvernement a également proposé un nouveau projet de règlement, qui, tout comme le projet de loi, n’est pas encore en vigueur.
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