Sentences with phrase «harassment in the workplace because»

Subsection 7 (2) of the Ontario Human Rights Code states, «Every person who is an employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by his or her employer or agent of the employer or by another employee».

Specifically, her rights ``... i) under s. 5 (1) to equal treatment with respect to employment without discrimination because of race or sex, ii) under s. 5 (2) to freedom from harassment in the workplace by the employer or agent of the employer because of race, and iii) under s. 7 (2) to freedom from harassment in the workplace because of sex» were violated.

(2) Every person who is an employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by his or her employer or agent of the employer or by another employee.

Morris was also held to be liable under the Code for breaching the plaintiff's rights to equal treatment with respect to employment without discrimination because of race or sex (section 5 (1)-RRB-; to freedom from harassment in the workplace because of race (section 5 (2)-RRB-; and to freedom from harassment in the workplace because of sex (section 7 (2)-RRB-.

Every person who is an employee has a right to freedom from harassment in the workplace because of sex... by another employee.

Not exact matches

In its special report on the topic, the agency asserted that the majority of workplace harassment cases are never reported because employees fear retaliation; a recent survey from LegalZoom found that just a quarter of workers have faith in their employers to quickly and effectively resolve workplace issueIn its special report on the topic, the agency asserted that the majority of workplace harassment cases are never reported because employees fear retaliation; a recent survey from LegalZoom found that just a quarter of workers have faith in their employers to quickly and effectively resolve workplace issuein their employers to quickly and effectively resolve workplace issues.

Not in harassment cases, because [arbitration] was never intended for harassment or discrimination cases in the workplace.

Up to 1 million people in Britain may have experienced workplace harassment, discrimination or bullying because of their religion or belief.

Meanwhile, millions of gay, lesbian, bisexual, and transgender Americans continue to suffer discrimination and harassment in the workplace, and continue to be fired from jobs simply because they are LGBT.

«And whether it is hiring qualified women, supporting those who run for office — and also standing up against sexual harassment once and for all, saying women should not be the subjected to degradation, discrimination or harassment because of the gender in the workplace,» Hochul declared.

The lieutenant governor says the message is important because women are still dealing with gender barriers, wage gaps and harassment in the workplace.

Gabryszak didn't apologize in his statement, and only admitted, «There was mutual banter and exchanges that took place that should not have taken place because it is inappropriate in the workplace even if it does not constitute sexual harassment.»

Today's pure black look is extra special because I've partnered with eBay to support a cause I genuinely care about: TIME»S UP, an organization taking action against sexual harassment and inequality in the workplace.

It will no doubt arise as an issue because there is, currently, a difference in the right to refuse work between matters involving workplace violence and those involving workplace harassment.

Whether you are a victim of sexual harassment, have been discriminated against because of your race, age, gender, or ethnicity, or have been wrongfully terminated, we are dedicated to employees who face unfair practices or employee violations in the workplace.

As well, Ontario's Occupational Health and Safety Act (OHSA) defines workplace sexual harassment as «engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome.»

«Workplace sexual harassment» means: (a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is uWorkplace sexual harassment» means: (a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is uworkplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

«workplace sexual harassment»: (a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Because of the subject matter, the workplace context and all the recent legislation, cases and discussions in Canada and the United States on harassment, for the first time I was conscious of possible repercussions from forwarding such email (specifically, participating in creating an intimidating, hostile or offensive work environment).

«Workplace sexual harassment» is now defined in the legislation to mean (a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is uWorkplace sexual harassment» is now defined in the legislation to mean (a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is uworkplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or (b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

[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.

Surely the Legislature did not envision that, in requiring employers to describe how they will «deal with» complaints of workplace harassment in subsection 32.02 (2)(b), employers would be free to terminate the complainant merely because he or she had the temerity to complain about a course of unwelcome and vexatious comment or conduct?

However, because the WSIA limits employees» right to sue for injuries that are compensated by WSIB benefits, it is possible that employers may be able to defend certain civil actions by employees who allege harassment and chronic mental stress in the workplace on the basis that the employee may not bring a civil action related to those allegations, as the proper venue for compensation related to those claims is the WSIB.

And because of the insidious nature and the significant liability risks of sexual harassment, managerial and supervisory training is arguably most effectively delivered by external trainers, in a substantive depth, ideally including sessions by each of a legal, workplace and health professional with relevant expertise, customized to the workplace and the policy.