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There may be more pressing news right now, but the Blake Lively and Justin Baldoni lawsuit caught my eye. If you haven’t read about it — in a nutshell, Blake Lively and Justin Baldoni acted as a couple in a recent movie, “It Ends with Us.”
Two recent studies out of the United States are sobering reminders that workplaces still have work to do in combatting sexual harassment. Tulane University’s National Study of Sexual Harassment and Assault in the United States (“Tulane Report”) found no significant change in the prevalence of workplace sexual harassment between now and their first study conducted in 2018.
In our practice as workplace investigators, we regularly conduct investigations into allegations of sexual misconduct. Investigations are critical to ensuring a fair outcome and a safe work environment when these types of serious allegations are made.
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.
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.
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.
I recently wrote a blog discussing a case adjudicated by the Prince Edward Island Human Rights Commission, which involved allegations of sexual harassment at a small local restaurant and the cost consequences of that employer failing to have a sexual harassment policy in place.
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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