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Serious insight for serious situations.

Serious insight for serious situations.

Projet de loi 190 de l’Ontario: Quel impact aura-t-il dans les enquêtes d’harcèlement sexuel virtuel?

Le gouvernement de l’Ontario a récemment annoncé le dépôt du projet de loi 190 (également connu sous le nom de Loi de 2024 visant à œuvrer pour les travailleurs, cinq). Le projet de loi propose des modifications à divers textes législatifs liés à l’emploi. L’un de ces changements est l’élargissement des définitions du harcèlement au travail et du harcèlement sexuel au travail en vertu de la Loi sur la Santé et la Sécurité au Travail (« LSST ») pour y inclure certaines activités virtuelles.

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Ontario’s Bill 190: What it could mean for investigating workplace “virtual” sexual harassment

The Ontario government recently announced its introduction of Bill 190 (also known as the Working for Workers Five Act, 2024). The bill proposes changes to various pieces of employment-related legislation. One of these changes is the expansion of the definitions of workplace harassment and workplace sexual harassment under the Occupational Health and Safety Act (“OHSA”) to include certain virtual activities.

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Workplace investigations: When to start and how to finish

We speak (and blog and train) often about how to conduct a workplace investigation. However, it’s important to remember that employers need to be aware of their legal obligations relating to when to start one and how to finish it. Two recent decisions provide important information about these investigation bookends.

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Jocks and locker room talk? Lessons for workplace investigators from research on student athletes and sexualized violence

Over the past several years, high profile allegations, investigations, and findings of sexualized violence in sports have garnered significant media attention, both within Canada and around the world. As a workplace investigator who focuses on investigations and assessments in the education sector, these incidents have gotten me thinking about the intersection between secondary and post-secondary institutions, athletes, and misconduct.

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Milligan v. Maczak Holdings Ltd. – Sexual harassment, and the perils of a policy-less workplace

On September 29, 2023, the Human Rights Commission of Prince Edward Island (“PE HRC”) rendered its decision in the matter of Milligan v, Maczak Holdings Ltd. , a case involving sexual harassment of a restaurant worker at Smitty’s Family Restaurant (“Smitty’s”) in Charlottetown, PEI.

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Sex, lies, and celebrities: What employers can learn from the Russell Brand allegations

In recent weeks, allegations have been raised about actor/comedian Russell Brand regarding various instances of sexual assault, emotional abuse, and bullying from four anonymous women. As outlined below, this story provides several important takeaways for employers and investigators who deal with these issues.

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Québec cases we should all know about, part 1: Navigating gender-based harassment in the workplace: A look at Lippé v. Québec

Québec case law often goes unnoticed in the rest of Canada and remains inaccessible to most workplace investigators across the country, primarily due to linguistic reasons. This situation is quite unfortunate since Québec courts, tribunals, and adjudicators render interesting and innovative decisions every year in various areas of interest, including human rights and labour law.

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