Sentences with phrase «regarding workplace harassment»

Since workplace bullying is not addressed by existing law, many groups advocate the need for additional laws regarding workplace harassment and abusive conduct.

In addition to complying with Occupational Health and Safety requirements regarding workplace harassment and workplace violence policies and programs, a workplace should have a well established process for conducting workplace investigations.

Ensure sufficient information and instruction is provided to incoming and existing employees regarding workplace harassment; and

Bill 132 expands what are currently a relatively narrow set of employer obligations regarding workplace harassment in the OHSA.

When, and if, any of these proposals become law, employers in Ontario may need to revisit and revise existing policies and programs regarding workplace harassment.

This Advisor examines the potential changes to the Ontario OHSA and how these potential changes could build on or alter existing obligations regarding workplace harassment.

Not exact matches

«Employers must have a well - crafted policy with regards to preventing harassment, bullying and violence in the workplace.

«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.»

This session will focus on practical recommendations for conducting and managing workplace investigations, particularly in regard to employee misconduct such as harassment and discrimination.

Unofficially, it seemed one of the themes of this year's edition of Art Basel was about gender parity and the representation of women, a focus that arrives after last year's scores of cases regarding sexual harassment in art field workplaces.

Ms. Sutrina also regularly conducts internal investigations and audits on behalf of her clients regarding sexual harassment, discrimination, wage and hour compliance, among other issues affecting the workplace.

Ms. Schreiber now focuses her practice on assisting employees of businesses of all sizes in claims regarding workplace discrimination, sexual harassment, retaliation, wrongful termination, unpaid wages, and numerous other employment disputes.

If an investigation into workplace harassment takes place, the employer's duties include ensuring that the investigation is appropriate in all the circumstances and that the complainant and the alleged harasser are informed in writing regarding the outcome of the investigation.

It has been a little under seven years since Bill 168 made amendments to Ontario's Occupational Health and Safety Act (OHSA) by adding employer obligations regarding the prevention of workplace violence and harassment.

One notable change is a requirement that the workplace harassment program provide that information gathered about an incident or complaint of workplace harassment will not be disclosed unless necessary for the investigation or corrective action regarding the incident.

In «Sexual harassment law — a changing landscape,» Ms. Perri Roberts explains New York State's new laws instituting changes regarding sexual harassment policies in the workplace....

The Zochem decision must also be read in the context of the recently expanded employer obligations under the Ontario Occupational Health and Safety Act relating to investigations of workplace sexual harassment, and corresponding employer duties regarding employee psychological health.

Elizabeth P. Johnson, a shareholder of Fowler White Burnett's Labor & Employment Practice Group, conducted a presentation to the American Conference Institute (ACI), regarding current trends in workplace harassment and how to reduce exposure to bullying, religious discrimination, and third - party discrimination.

Our Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer policies.

Over the last year, much attention has been paid to the September 2016 Bill 132 amendments to the Ontario Occupational Health and Safety Act (the «OHSA») and the obligations they place on employers with regards to workplace harassment.

Lisa and Rebecca's presentation «Protecting Employees from and Responding to Cyber Bullying and Harassment: Employer Considerations» will shed light on a number of current employer concerns including, when an employer might face liabilities with regards to cyber bullying, essential harassment and workplace violence policies as well as helpful procedures for investigatiHarassment: Employer Considerations» will shed light on a number of current employer concerns including, when an employer might face liabilities with regards to cyber bullying, essential harassment and workplace violence policies as well as helpful procedures for investigatiharassment and workplace violence policies as well as helpful procedures for investigating claims.

While supporting several draft provisions, ONIWG Submission details its concerns including failure to adequately address workplace sexual harassment; standards for entitlement different than those for physical injury; proposed distinctions between high - and low - stress jobs; legislative limits regarding employer decisions.

While we have made great strides with regard to civil rights and laws to protect against race discrimination in the workplace, the reality is that racial harassment is still prevalent.

The process allows clients to not only zero in on tailored best practices to establish a positive work environment for all employees, but to also demonstrate from inception to completion (including ongoing monitoring) the thoughtful, systematic and proactive manner in which the organization identified, assessed and mitigated risk with regard to sexual misconduct and workplace harassment.

One of Canada's foremost experts on women and the law and a highly regarded scholar and human rights advocate, University of Ottawa Law Professor Constance Backhouse has garnered many distinctions and awards for her path - breaking writings on sexual harassment in the workplace and other forms of gender and race discrimination.

Flora Poon discusses recent case law regarding violence and harassment in the workplace at Devry Smith Frank LLP's HR / Employment seminar on October 10, 2014.

CBC radio broadcasted a segment in late November regarding harassment and bullying in the workplace.