As of June 15, 2010 every Ontario employer with more than five employees will be required to comply with Bill 168, which makes workplace violence and harassment a health and safety issue. To comply with the new legislation, employers must create a policy and program to address workplace harassment and violence; conduct violence risk assessments; properly investigate complaints; and conduct harassment training for all employees. Read more.
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How to integrate the requirements of Bill 168 into your existing harassment policies and procedures |
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Understanding the difference between discriminatory harassment under the Human Rights Code and workplace harassment under the Occupational Health and Safety Act; how to respond when a complaint involves both |
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Developing a “program” to prevent, investigate and respond to harassment and violence in the workplace |
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Assessing the risk of violence: obtaining the right expertise |
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The duty to advise employees about a co-worker with a history of violence – what will that mean to you? |
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Protecting employees from domestic violence that impacts the workplace: how far will the
duty extend? |
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How does the right to refuse unsafe work apply to workplace harassment and violence? |
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What are your obligations for training employees and how does that fit with your obligation to provide a harassment-free workplace under the Human Rights Code? |
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When can you discipline or terminate employees for harassment and violence? |
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Rehabilitating the harasser: the value of sensitivity training |
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An employee’s right to privacy vs. an employer’s obligation to disclose |
