Sentences with phrase «psychological harassment»

This obligation also applies to any instance of sexual harassment, as the latter is included in the definition of psychological harassment.

Helping the employer to choose the right person to whom psychological harassment complaints are to be made by employees is crucial.

Most enterprises already have a policy on psychological harassment.

She also deals with human rights issues and conducts investigations into psychological harassment allegations.

The relevant provision of the collective agreement regarding bullying / psychological harassment required the employer to investigate formal complaints of harassment, but it did not provide for any remedies for the harassment itself.

The one thing I would like to see is a complaint avenue to the police in cases of psychological harassment.

The Manitoba government enacted measures to protect employees against psychological harassment in the workplace.

Ensure that the employer you advise has an effective policy against psychological harassment in the workplace

It is essential that any complaint made to the employer be dealt with internally as expeditiously as possible, as the time limit for filing an official complaint with the CNESST is very short: Any person wishing to file a complaint regarding psychological harassment at work must do so within 90 days following the last incidence of the offending behaviour (according to s. 123.7 of the act).

In Quebec, employees will also benefit from stipulations prohibiting workplace psychological harassment.

Workers now have to right to claim psychological harassment in a way that they previously couldn't — that is, they are no longer limited to claiming harassment based upon specific prohibited grounds like age, race or gender.

The Act require employers to provide all employees, unionized or not, with the right to a workplace free from psychological harassment.

Ensure that the person responsible for receiving psychological harassment complaints is carefully chosen

Frequently involved in files involving both unionized and non-unionized employees, she advises businesses and organizations on a range of issues such as the interpretation and application of collective agreements, the imposition of disciplinary sanctions, handling psychological harassment complaints, drafting and applying employment agreements and dealing with claims for dismissal without cause.

The act defines psychological harassment as «any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee's dignity or psychological integrity and that results in a harmful work environment for the employee.»

It should also be noted that an employer must also protect its employees in any situation constituting psychological harassment brought about or created not only by an employee or a manager but also by a person not in its employ.

The Labour Standards Act imposes a two - pronged obligation on every employer: Take all reasonable means to prevent psychological harassment, and put a stop to any instance of it as soon as it comes to the employer's attention.

I have witnessed psychological harassments happening around me, and the victim always ends up getting fired.

The Bill amends the current section 123.6 of the Act, which provides for employee recourse in the event of psychological harassment within 90 days of the event to the CNESST.

The article cites one example of a forced reorganization that is thought to have provoked around thirty suicides in 2008 and 2009 among the 100,000 employees, with an investigation into allegations of psychological harassment by the CEO.

Under Quebec's Act respecting Labour Standards, psychological harassment at work is defined as «vexatious behaviour in the form of repeated conduct, verbal comments, actions or gestures: that are hostile or unwanted; that affect the employee's dignity or psychological or physical integrity; or that make the work environment harmful.»

If the employer does not succeed in convincing the court that it took appropriate measures to prevent or put a stop to the harassment, it may be ordered to pay damages, pay the costs of the hearing or to put in place a sensitization and training program on psychological harassment.

As of Feb. 1, there are new regulations in place that protect workers against psychological harassment.

Quebec deals with the broad matter of psychological harassment in labour standards legislation.

With an original screenplay brimming with quotable lines and memorable scenes (the «out of tune» episode is one of many uproarious highlights) and assured direction of a young man's dissent into a dangerously taxing obsession, while effectively portraying the effects of psychological harassment, Chazelle will be one of the year's biggest talking points (not unsimilar to Benh Zeitlin, but in my opinion, more deserved).

In Quebec, the first province to legislate a prohibition on «psychological harassment» at work, the Labour Standards Tribunal listed some examples of bullying as rude, degrading or offensive remarks, spreading rumours, ridicule, shouting abuse, belittling employees, ignoring them or making fun of their personal choices.

Among others, he has litigated cases relating to wrongful dismissal, constructive dismissal, psychological harassment, privacy issues and injunctions to enforce restrictive covenants and confidentiality agreements.

The legal solution often depends on the nature of the conflict: it may involve an employment agreement or a work contract, firing or layoffs, psychological harassment, an occupational injury, a breach of labour standards, a non-competition clause or a non-solicitation clause.

Implement remedial measures as soon as a complaint or report of psychological harassment is received, where appropriate

The parent's conduct that provoked the lawsuit was described as «failed to investigate», «failed to take steps to remedy», «failed to take reasonable care to prevent», «failed to take disciplinary action» and «failed to discharge their duty to prevent the continuous physical and psychological harassment.»

Psychological harassment should be included in the criminal code.

Psychological harassment is a cancer in the workplace.

Since this was a serious incident that had some enduring and harmful consequences for the employee, the Commission allowed the psychological harassment complaint.

Recently, I wrote about how courts are recognizing the effects of personal and psychological harassment in the workplace and awarding tormented employees with significant damages for mental distress.