Sentences with phrase «harassment actions»

This arduous and painful process is likely to deter many government employees from bringing sexual harassment actions in the future.

Other proposed changes include counting harassment actions aimed at multiple tenants as «repeated» harassment, and allowing a court to consider «non-rent fees» on a rent bill as a harassment tool designed to make a tenant leave their home.

With Ontario's new Sexual Violence and Harassment Action Plan Act, employers are being asked to do more to prevent and respond to the problem of workplace sexual harassment.

Perhaps the most important change brought in with Ontario's new Sexual Violence and Harassment Action Plan Act is the complete elimination of «limitation periods» for civil lawsuits arising out of sexual assaults.

The changes brought in with the Sexual Violence and Harassment Action Plan Act (sometimes called Bill 132) amend Ontario's existing Occupational Health and Safety Act in a few key ways.

Learn more about these changes that came into effect with the Sexual Violence and Harassment Action Plan Act, a key part of the Ontario government's sexual violence action plan called, «It's Never Okay».

This article is part of a series on the changes brought in by the Ontario government's Sexual Violence and Harassment Action Plan Act (aka Bill 132).

The changes, introduced with the Sexual Violence and Harassment Action Plan Act (sometimes called Bill 132) give residential tenants the right to break their lease early if either they or their children have experienced violence or abuse.

One of the ways that the Ontario government has followed up on the Action Plan is through Bill 132 which is entitled Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015 (the Bill).

As more attention has been focused on sexual harassment and the voice of victims in seeking justice, Bill 132 (the Sexual Violence and Harassment Action Plan Act), which came into effect in 2016, amended certain portions of OHSA to expand the definition of workplace harassment to include sexual harassment.

On January 22, 2016, Loretta Merritt made a presentation to the Ontario Standing Committee on Social Policy with respect to Bill 132, Sexual Violence and Harassment Action Plan Act.

The Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016 also amends the following Acts:

On March 8, 2016, the Ontario government gave royal assent to the Sexual Violence and Harassment Action Plan Act (Bill 132) to amend various statutes with respect to sexual violence, sexual harassment, domestic violence and other forms of abuse.

Ontario's Sexual Violence and Harassment Action Plan Act means more intervention from government.

In response to this issue, on October 27, 2015, the Ontario government introduced Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015 («Bill 132»).

Aptly named the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), the provisions of Bill 132 came into force on September 8, 2016.

From the lawmaking perspective, the Ontario government has addressed the issue by introducing Bill 132, the Sexual Violence and Harassment Action Plan Act.

Last week, for example, the Ontario government tabled Bill 132, the Sexual Violence and Harassment Action Plan Act.

The Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015 (the «Act») is part of the Ontario government's action plan to stop sexual violence and harassment.

92.2 - 92.4), Quebec (see Civil Code of Quebec, SQ 1991, c 64, article 1974.1) and Nova Scotia (see Residential Tenancies Act, RSNS 1989, c 401, section 10F), and that a Bill (which is more encompassing) has been introduced in Ontario (Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015).

On October 27, 2015, the Ontario government introduced Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015 which, if passed, would amend various statutes with respect to sexual violence, sexual harassment, domestic violence and related matters.

The OHSA addresses all things health and safety related such as: Workplace Hazardous Materials Information System (WHMIS); workplace harassment under Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009.

Today, September 8th, 2016, Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016, became law.

This week, for instance, the Ontario government tabled Bill 132, the Sexual Violence and Harassment Action Plan Act, requiring employers to enhance their sexual harassment prevention programs, while obligating them to investigate complaints of sexual harassment.

As we previously reported, the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment) implemented key changes to the OHSA.

The claimant brought a harassment action and the Borough applied to strike out the claimant's claim on the grounds that even though its conduct may have been careless, negligent or even vexatious it did not amount to harassment under PHA 1997.

On March 8, 2016, the Ontario Legislature passed Bill 132, the Sexual Violence and Harassment Action Plan Act, which amended a number of statutes by adding provisions regarding sexual harassment and sexual violence.

The Sexual Violence and Harassment Action Plan Act, 2016, amends the legislation to benefit tenants who are victims of sexual or domestic violence, by allowing them to abridge the normal rules around giving notice to end a lease, as a means of facilitating their leaving an unsafe living situation.

Not exact matches

State lawmakers in New York and Washington recently passed measures restricting the use of so - called non-disclosure agreements for sexual harassment claims after the attorneys general of all 50 states urged legislative action in February to ensure that victims can bring lawsuits before judges rather than being forced into arbitration.

It is an apparent response to complaints that users seldom knew whether anyone got their reports of harassment, and were never informed about what action had been taken.

San Francisco - based SoFi, one of the most valuable financial - technology startups, lost its co-founder and CEO, Mike Cagney, last fall amid company turmoil, including allegations of sexual harassment and fraudulent actions by managers.

If you have been impacted and don't take action (like changing your password and monitoring other sites you frequent), that information can be used for everything from identity theft to more serious forms of harassment — and continue to unfold years later as information gets sold and resold.

In his report, the IG found that complaints about sexual harassment, in many cases perpetrated by high - ranking officials, have increased over the last five years, have been consistently mishandled across the country, and require «high level action.»

It's important to point out that Raghu is talking about Trump's comments — not the actions he describes in those comments, which would constitute not just workplace sexual harassment, but assault.

And yet, the RCMP currently faces a class - action lawsuit from close to 350 former and current female officers alleging harassment.

It includes charges of widespread sexual harassment, a video of CEO Travis Kalanick berating an Uber driver for making some reasonable statements, and a New York Times report about Uber using phone apps and data to avoid authorities and sting actions.

Former Uber engineer Susan Fowler opened up earlier this year in a blog post about the toxic culture of workplace harassment at the company, alleging that she was sexually harassed by a male manager at Uber whose actions were knowingly brought to the attention of HR.

Most likely, Gayle's actions wouldn't be deemed «sexual harassment» by most courts — but it's indicative of a problem for women (and no doubt, some men) everywhere.

Some of the actions that have helped keep these matters in the public eye include the Me Too movement, protests and Time's Up, an initiative that tackles harassment and sexism.

Make sure that they cover actions at any off - site venue, including injuries or harassment problems.

If a transgender employee feels mistreated, Whalen recommends that they document the harassment, notify HR and pursue legal action if the behavior continues.

Fourteen women sent a letter to Uber's 11 - member board on Thursday insisting that the startup let their class action lawsuit alleging assault or harassment by Uber drivers go forward in open court.

However, bosses undertook a serious investigation and took appropriate action 40 % of the time for sexual harassment complaints.

Users have called for Twitter to take action to combat abuse and harassment repeatedly, and the demands for better management of the platform and the community intensified after the 2016 U.S. presidential election.

But it said, more broadly, that its rules «prohibit violent threats, harassment, hateful conduct, and multiple account abuse, and we will take action on accounts violating those policies.»

The proposed class - action suit alleges a racist culture at Tesla, unsafe factory conditions, and failure on the part of the company, including CEO Elon Musk personally, to prevent or investigate race - based harassment and discrimination there.

Susan Fowler, the former Uber engineer whose blog post about sexual harassment and troubling internal workings led to the departure of CEO Travis Kalanick, is backing new legislation that aims to give victims of sexual harassment and other workplace discrimination the freedom to seek legal action, and to do it publicly.

The Justice Department has «systemic» problems in how it handles sexual harassment complaints, with those found to have acted improperly often not receiving appropriate punishment, and the issue requires «high level action,» according to the department's inspector general.

In a new complaint seeking class action status, two women — who are maintaining anonymity — are asking a court to force the $ 69 billion ride - hail company to change many of its driver screening and other practices on behalf of all U.S. riders who were «subject to rape, sexual assault or gender - motivated violence or harassment by their Uber driver in the last four years.»

Last month, WestJet Airlines filed an appeal after the Supreme Court of British Columbia refused to throw out a proposed class - action lawsuit accusing the company of fostering a corporate culture that tolerates harassment against female employees.