Workplace Violence and Harassment Archives - Page 3 of 5

What triggers a duty to investigate an allegation of discrimination?

March 8, 2019

The first question employers need to ask themselves when a complaint is raised, is whether they need to investigate. The case of Gu v. Habitat for Humanity Greater Toronto Area Inc., 2018 ONSC 2725 (CanLII) helps to answer that question. It illustrates that a general allegation of discrimination without any details after an attempt has been made to obtain those details, does not trigger an employer’s duty to investigate.

Believing the complaint is not enough: Guidance on appropriate investigations into inappropriate comments

January 28, 2019

Guidance on appropriate investigations into inappropriate comments
As investigators, we see that harassment often comes in the form of derogatory comments about people’s racial and ethnic background, as well as their sex, gender identity and gender expression. What we do not see as investigators, but can reasonably assume, is that these comments often go uninvestigated. Why?

Writing policies and procedures in the era of #MeToo

November 7, 2018

With the second anniversary of the Bill 132 changes fast approaching (September 2018), my hope is that organizations can use some of this insight to shape future iterations of their own workplace harassment policies which, pursuant to the legislation, must be reviewed on (at least) an annual basis.

Jane Doe and the myth of the “real” victim

November 2, 2018

The Federal Court of Appeal recently heard an application for judicial review of a decision of the Public Service Labour Relations and Employment Board (the Board) in which the Board had found that an employer – the Canadian Border Services Agency (CBSA) – failed to provide a harassment-free workplace for one of its employees.

The effect of an investigation on the respondent

November 2, 2018 | By Katharine Montpetit

Most workplace investigation decisions focus on the psychological harm to complainants suffered as a result of the alleged misconduct. We have written about this issue before – see our discussion of the importance of a trauma-informed approach for victims of sexual assault here.

Lessons from the Hill: What employers can learn from the Senate’s harassment policy reforms.

October 4, 2018

In putting together our submission on what changes to the policy would help the Senate identify and address harassment in the workplace, we had to turn our minds to what makes working on Parliament Hill unique. This is a workplace that lends itself to extreme power imbalances between Senators and staffers; it is a space where harassment allegations can be both public and political; and it is an environment in which many staff members are skeptical that bad behaviour will result in real consequences for the perpetrator.

#MeToo pulse check survey: How has #MeToo changed things within your organization?

October 2, 2018

Now that we are one year into the #MeToo movement and (in Ontario) quickly approaching the two year anniversary of Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016 taking effect, we thought that it would be a good opportunity for a bit of a check-in.

For Vancouver employers, embracing #MeToo makes good business sense

September 10, 2018

When it comes to making buying decisions, we all want the same thing: quality merchandise that is readily available, for a fair price. But this isn’t all – more and more consumers are factoring corporate image and business ethics into their buying decisions. We want to know how a business treats its workers, what impact its production methods have on the environment, and what corporate values it champions.

Serious insight for serious situations.