Recently, in the town of Lorette, Manitoba (Pop. 3,208), which is 25 kilometres southeast of Winnipeg, a little inside joke made a very big public splash. The medium? Cake icing. The platform? Snapchat. At a time when employees constantly scroll through their IPhone notifications, mean jokes blasted over social media easily infiltrate the workplace.
Special note to Ontario and BC readers: If this subject is of interest to you, you may wish attend one of our related workshops. Some spots are still open for the following sessions – we recommend registering soon. We hope to see you there. Conducting Workplace Assessments – June 20, 2018 in Toronto, ON Learn how
Special note to BC readers: If this subject is of interest to you, you may wish attend one of our related workshops in BC. Some spots are still open for the following sessions – we recommend registering soon. We hope to see you there. Bystander Intervention Training – May 23, 2018 Learn how to enable &
A recent case from Alberta, Smith v Vauxhall Co-Op Petroleum Limited, 2017 ABQB 525, provides a helpful example of what an employer should not do when investigating complaints of sexual harassment and sexual assault. In this wrongful dismissal case, the employer defended its decision to terminate Mr. S, the plaintiff-employee, by relying on the findings
Does every workplace harassment complaint need to be investigated? Can a complaint be so minor that it isn’t worth delving into? Horner v. 897469 Ontario Inc. is a recent case that illustrates the risk of overlooking a complaint, and terminating instead of investigating. In this case – an undefended wrongful dismissal claim – the Court
The Ontario Human Rights Tribunal (the “Tribunal”) has recently shown that an employee can be reinstated, even if a decade has passed since their dismissal, when the dismissal was discriminatory. After working for the Hamilton-Wentworth District School Board (the “School Board”) for 13 years, Sharon Fair developed a generalized anxiety disorder, and was off work