Sentences with phrase «addressing workplace harassment»

Mr. Thomas» experience in employment law includes: assisting employee clients with severance reviews, negotiating wrongful dismissal settlements, negotiating employment contracts, addressing workplace harassment and bullying, enforcing the Employment Standards Act, and preparing clients to appear at workplace investigations.

Per the Ontario MOL, such policy should, among other things, show an employer's commitment to addressing workplace harassment; consider workplace harassment from all sources such as customers, clients, employers, supervisors, workers, strangers and domestic / intimate partners; and, outline the roles and responsibilities of the workplace parties in supporting the policy and program.

If you are still without a policy for addressing workplace harassment and workplace violence, the employment lawyers at Ottawa's Kelly Santini LLP would be happy to be of service to you.

Note that as of June 15, 2010, employers in Ontario have an obligation to formulate policies addressing workplace harassment and violence, due to the recent amendments to the Occupational Health and Safety Act.

Develop written plans and programs addressing workplace harassment and a timeline to review at least annually;

Unless an employer wishes to exceed the minimum legislative requirements for investigations into workplace violence, because investigations into workplace violence may now be even more clearly differentiated from the requirements for investigations into workplace harassment, employers may wish to have separate workplace violence and investigation policies from those addressing workplace harassment and respectful workplaces.

Given the current media attention on sexual harassment claims, New Jersey businesses should continue to review their internal policies and procedures for addressing workplace harassment.

ALBANY — Six former legislative staffers who have accused state lawmakers of misconduct are calling for the Legislature to postpone addressing workplace harassment until after the budget negotiation is completed.

Earlier in the day, the Legislature passed sweeping legislation to address workplace harassment in the public and private sector, including requiring employers to adopt a model sexual harassment policy that prohibits mandatory arbitration and secret settlements.

If Ministry of Labour inspectors are issuing orders that substantively address workplace harassment issues, will employers see orders that impact staffing or work assignments (such as an order requiring a supervisor or worker to be reassigned to different job, shift, or work location)?

In addition to these changes, the government has the ability to prescribe additional specific requirements for the policies and procedures that employers must have in place to address workplace harassment, so new regulations may be coming in future if it's determined that employers need additional guidance to ensure effective policies are put in place.

Bill 132 would also create a special team of investigators who are specially trained to address workplace harassment complaints and enforce OHSA's harassment provisions.

Continue Reading Tips on How to Proactively Address Workplace Harassment

Thus, employees and employers should know ahead of time how to address workplace harassment under OHSA and the steps they should take.

We recently wrote about new requirements for employers to implement comprehensive policies, programs, and investigative procedures to address workplace harassment under the Occupational Health and Safety Act («OHSA») see our blog post here.

Setting out explicit requirements for employers to investigate and address workplace harassment, including sexual harassment complaints in the workplace

As a result, employers are required to implement comprehensive policies, programs, and investigative procedures to address workplace harassment.

Not exact matches

«Uber refused to address the situation or investigate the driver responsible... Since then, Uber's national scandals regarding the New York taxi strike and now sexual harassment in the workplace have only confirmed that this company has an unacceptable way of treating its customers and even employees.»

All businesses in New York City that employ at least 15 people may soon be required to conduct training to prevent sexual harassment, a proposal that is part of a raft of legislation being considered next week by the City Council to address workplace conduct.

During a news conference at the East Greenbush Public Library on Monday afternoon, Doran highlighted how she has recently been on the front lines in the fight against sexual harassment during her time in the Rensselaer County Legislature, introducing resolutions to address and combat workplace harassment.

While the office did not address whether it will ban using public funds, it said it will take all steps necessary to prevent sexual harassment in county workplaces.

The TU says Cuomo's «commendable» proposal to address sexual harassment in the workplace is «marred by a flawed idea that would let governments off the hook in sexual harassment settlements.»

Another lawmaker, Democratic Assemblywoman Linda Rosenthal of Manhattan, proposed legislation that would make companies ineligible for state tax incentives if they fail to address chronic harassment problems in the workplace.

«In the #MeToo moment it's especially disappointing to see the governor fail to mention child victims of sexual abuse in his State of the State address, even as he correctly prioritizes the issue of sexual harassment in the workplace,» said Michael Polenberg, vice president of government affairs at Safe Horizon, and survivor and advocate Bridie Farrell said in a joint statement.

This is a good step, but we still can do more to address harassment in the workplace on all levels of government,» stated Legislator Dixon.

Third, I will educate fellow scientists about how to recognize and address anti-LGBTQ bias and harassment in the workplace and classroom.

They cover topics including addressing harassment and discrimination in the workplace, developing labor law, navigating through ADA (AA), FMLA and workers» compensation issues, avoiding wage and hour landmines, key legislative, case law and regulatory changes.

The Time's Up initiative, unveiled on New Year's Day and signed on by 300 prominent Hollywood women, is designed to address gender inequity in the workplace and provide a legal defense fund for women who have suffered sexual harassment or assault, but its first big impact was seen at Sunday's Golden Globes ceremony, where virtually every woman attending wore black..

As I reported on my BAM's Blog, Munn, an OU alumna and actor known for her roles in HBO's «The Newsroom» and the «X-Men» film franchise, will give the keynote address and receive the inaugural Voice for Justice Award for her leadership and activism against sexual harassment in the workplace.

Millions of Women Say «Me Too» about Sexual Harassment (The Boston Globe) Professor Richard Weissbourd discussed the need for accountability in our institutions, schools, colleges, and workplaces to truly address sexual harassment andHarassment (The Boston Globe) Professor Richard Weissbourd discussed the need for accountability in our institutions, schools, colleges, and workplaces to truly address sexual harassment andharassment and misogyny.

Feminist Urgent: No Time Like Now — addressing sexual assault and harassment in the workplace Sat.

-- Conduct annual training with managers and supervisors on addressing allegations of workplace harassment and how to apply appropriate policies in place.

If such powers can be exercised by inspectors addressing issues of workplace harassment, there could be a significant evolution in the types of orders that could be issued under the OHSA.

The amendments stand to dramatically change how workplace harassment is addressed in Ontario.

This program must be reviewed at least once a year and, in addition to providing a means to report incidents or complaints of workplace harassment and setting out how complaint will be investigated and dealt with, employers are required to: address alternate means of reporting complaints of workplace harassment; how confidentiality will be maintained during an investigation; and how the complainant and alleged harasser will be informed of the result of the investigation — including corrective action.

A notable example was the increase of women in traditionally male - dominated professions and an emphasis on addressing workplace sexual harassment.

Employers must investigate and address sexual harassment complaints in the workplace.

Employers that fail to take precautionary measures to prevent and address sexual harassment can face multiple issues in the workplace, such as decreased productivity, low morale, increased absenteeism, health care costs, as well as prospective legal liability and expenses.

Currently under OHSA, employers are required to have a policy and program dealing with workplace harassment and violence, but the Ontario Labour Relations Board has consistently held that complaints related to sexual harassment in the workplace should be addressed under the Human Rights Code rather than under the OHSA.

Ms. Kaplan and other panel members addressed best practices for conducting a neutral fact - finding investigation to resolve workplace discrimination and harassment complaints.

The proposed changes will create additional obligations on employers to address and prevent incidents of workplace harassment by amending the Occupational Health and Safety Act («OHSA»).

Perhaps the one silver lining is that these high - profile cases have highlighted the deficiencies in the way that many workplaces address allegations of sexual harassment, and the laws that are intended to protect employees from it.

Although there are no assurances that Bill 132 will become law, sexual harassment in the workplace is an important issue that needs to be addressed.

The proposed changes will place additional obligations on employers to address and prevent incidents of workplace harassment by amending the Occupational Health and Safety Act (OHSA).

We understand the complexities of complying with the legal and practical issues relating to human resource management and assist our clients in developing strategies to address issues such as discipline, workplace harassment, employee privacy, and accommodating employees with disabilities.

For companies that need assistance addressing the myriad issues arising from claims of sexual harassment in the workplace, Morgan Lewis offers a leading multidisciplinary team uniquely suited to address these complex challenges.

If the female employee made timely complaints of harassment, the employer could have addressed the issue in the workplace and prevented it getting to the point where constructive dismissal was the result.

There is no dispute that an employer must develop and implement policies and procedures that address discrimination and harassment in the workplace.

[49] Accepting, as I do, that the Act requires employers to have an internal process for addressing instances and complaints of workplace harassment, it would entirely undermine that process if an employer is free to terminate a worker because he or she brought forward a complaint of workplace harassment in compliance with that process.

In addition to traditional workplace hazards, employers now have an obligation to protect employees from workplace violence and harassment and to address such issues whenever they arise.