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I started seeing the #metoo hashtag being posted by friends and acquaintances on Twitter and Facebook one Sunday evening, and by the next morning it seemed that every woman I knew had chimed in. For those who don’t know, a picture started circulating on social media that read: If all the women who have been
I worked in retail for several years, and I vividly remember my worst interactions with customers. The woman who thought a shirt was on sale, and threw it in my face when I told her it wasn’t. The couple who yelled a series of four-letter words at me when I told them they couldn’t cut
In 2017, technology is a part of our everyday experience. In a world where Amazon has replaced the corner store and Tinder has replaced the local bar, it’s not surprising that businesses are now turning to apps and artificial intelligence to assist with workplace harassment reporting and investigations. Using artificial intelligence (AI) to identify potentially
Chelsea Nash’s series in the Hill Times certainly seems to think so. While we have only seen two of the three parts of her series (part one can be found here and part two can be found here), what we have read so far has left many Ottawans wondering what is going on in our
Courts and Tribunals have increasingly found in many instances that harassment “need not occur in the physical workplace to find that it occurred ‘in the workplace’”. To be the workplace, legal decision makers have focused on whether there is a nexus between the activity or the location and work. This is an interesting question of
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
On October 27, 2015, the Ontario government tabled its Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment) 2015 (the “Act”). The Act amends the Occupational Health and Safety Act, and in particular, those provisions brought in through Bill 168 in 2010 that set out employers’ obligations to have
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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