Firstly, Happy May Day and Happy International Workers’ Day!
This week we will be continuing our series on Sexual Harassment in the Fundraising Donor Space and exploring situations where needed donations or funding come with strings attached.
If you haven’t read our Part One from last week, you may want to check it out
Valentine’s Day has us thinking about romance. In the mind of an employment lawyer, the leap from romance to harassment is a short one, and so that is what our post is about today. Harassment is not a new topic for us. You can read our past posts on sexual harassment, employer obligations regarding
We see almost daily news items about workplace harassment, and employers can expect an uptick in worker awareness and complaints of workplace harassment. Whether or not an employer has received a complaint, they should be aware of their obligations when it comes to workplace violence and harassment.
Violence and Harassment Under the Occupational Health and
There is a lot of activity, spilled ink and worry about complying with Bill 168 out there. For my own spilled ink, see my previous posts on the issue:
Also see the Ministry of Labour/OHSCO’s resources at:
Becoming complaint with the new workplace violence and harassment law (Bill 168) has recently moved to the centre of many organizational radars. The deadline to comply is June 15, 2010, so there are about 5 weeks left to take the necessary steps to meet the requirements of the legislation.
Lots to Do…
Bill 168 passed last
On December 9, 2009, Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009 passed third reading in the Ontario legislature. This new law will amend the Occupational Health and Safety Act by introducing new duties on employers with respect to workplace violence and workplace harassment. It is anticipated that