Navigating the complexities of workplace harassment is a challenging process for employers. It often requires the allocation of considerable time and resources to investigate complaints and has the potential to result in significant costs to an organization if it is required to defend its actions or response to litigation.
With the changes to the Occupational Health & Safety Act (OHSA) under Bill 132 that come into effect on September 8, 2016, workplace harassment will continue to be a top priority for employers.
What has changed with Bill 132?
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- As we have outlined in a previous post, Bill 132 expands
New legislation will require employers to revise their workplace harassment policies, procedures and training by Summer 2016
Earlier this year, we wrote about the Government of Ontario’s plan to address sexual violence and harassment in Ontario. By way of update, Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015 proceeded to second reading on December 2, 2015. Having only been introduced a month ago, this indicates that the Ontario Government is quickly moving forward with that plan.
Most important for employers are the amendments to the Occupational Health … Continue Reading
On March 6, 2015, the Ontario Government published its plan aimed at addressing sexual violence and harassment in Ontario. The document is titled, “It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment” (the “Action Plan”). The Action Plan has a lot to say about a very important subject and I encourage readers to review the entire document. This post though is limited to the Government’s recommended changes to the Occupational Health and Safety Act (“OHSA”) to deal with workplace sexual harassment.
Employers are already obligated to create a workplace harassment policy and to investigate harassment … Continue Reading