As Jeff explains, “When professional and personal lives co-mingle, it’s only natural that romantic work relationships happen. While merging romance and work might sound like an ideal situation, navigating office politics and HR policies present
With so much hot news swirling around, some may have missed the story of the Arctic research mission MOSAiC’s dress code. Apparently, women on board the ship were told not to dress in tight-fitting clothing, and specifically no leggings, no crop tops, no short shorts, no hot pants and “nothing too revealing.” The leader of the mission apparently felt that this was a “safety issue,” as “there are a lot of men on board this ship … and some of them are going to be on board this ship for months at a time.” Ah hem.
It’s been reported that the dress code policy followed allegations of sexual harassment made by several women on the ship.
When it comes to workplace violence and prevention, the federal government has been playing catch up with the provinces. Starting in 2017, the feds have been working on amendments to the Canada Labour Code (CLC) to more fully address workplace violence and harassment. While Bill-65 – snappily named An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1 – establishing the amendments was passed in 2018, the changes had not come into effect nor had a date for their coming into effect been announced. New regulations were announced on June 24, 2020, which provide employers with more details regarding what will be required of them and setting out an effective date of January 1, 2021, for the changes. There are also requirements that employers need to meet before January 1, 2021. More details can be found on the government site here. …
Continue Reading New Federal Anti-Workplace Violence and Harassment Requirements
So you’ve received a harassment complaint from one employee about another employee. What do you do? Do you have to investigate? Can you use your common sense and just discipline? Is the complaint clearly BS in the first place? What if the complaint is about a break-the-company level fraud by your CFO?
Workplace investigations are usually an unwelcome but necessary business diversion. Many employers would rather avoid them and will attempt, or seek counsel’s validation for, a quick and dirty alternative such as a quick-release termination of the alleged wrongdoer or relocation of the complainant. But these are not alternatives to investigating, are never the upfront solution and often fail to satisfy the legal obligation to properly investigate. These responses are more likely to expose an employer to greater liability.
A complaint of workplace misconduct needs to move quickly, and yet is no time for fast thinking. Employers should instead think carefully about the substance of the complaint, the impact on the involved parties and the business fallout if their response is the wrong one. …
Continue Reading Do I have to hire a super expensive external investigator? Maybe. Maybe not.
In my last blog posts (here and here), I discussed the emerging importance of coworking spaces in the post-industrial workforce and some of the risks around data security and privacy. In this part three of the series, I set out some of the employment law issues related to human interactions in coworking spaces: booze, sexual harassment and discrimination.