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Serious insight for serious situations.

Serious insight for serious situations.

More Lessons Learned from the RCMP

Peter Merrifield commenced his service with the RCMP in 1998 and in June of 2007 commenced a civil action against the force, claiming damages for, among other things, the tort of harassment.  On February 28, 2017, Madam Justice Vallée issued a 174 page judgment, finding in favour of Mr. Merrifield and awarding him damages in

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Managerial Responsibility – Workplace Complaints

I had the opportunity to participate recently in a discussion on managerial action/inaction in relation to harassment complaints. One of the participants commented that it was hard to believe, but true, that there were still managers in her workplace who did not take action of any sort after an employee had reported concerns of harassment

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Protecting the Bystander: Strategies in Workplace Harassment Prevention and Investigations

After years of research and related policies and training, workplace harassment prevention remains a challenge for many employers.  The reality of this persisting problem in many workplaces demands further education and new and creative responses, especially when considering the role and impact upon bystanders. Bystanders are individuals who observe harassment in the workplace firsthand.  Depending

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“Piecemeal” response to harassment not enough for Alberta Human Rights Commission

A recent decision of the Alberta Human Rights Commission takes a close look at the extent to which employers will need to address harassment to satisfy their obligations under the Alberta Human Rights Act (“Act”). The case dealt with the harassment of an Edmonton teacher who was harassed for two years by a Grade 8

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