Category Archives: Workplace Violence and Harassment

Blogs related to Violence & Harassment

HR This Week – Live (And Free!)

Technology has finally caught up with my original business plan! I am pleased to announce the new weekly “live blog”, HR This Week. It is a 30-minute “Zoom” Meeting, Thursdays at 11 am, starting May 28. This is an absolutely FREE event, no strings attached. Each week I will discuss a trend or topic that is foremost in HR. If you have a topic you would like to discuss, please use the “contact” form to send me a request, and I will schedule your topic (or let you know if that subject is already on the schedule). Registration is limited Continue Reading »

Getting Ready for the Restart

One thing is certain. Work will be very different from now on, no matter what you do or the field you work in. Is your organization ready for the changes? Now is the time to look at the HR impacts of the future of work. Do you need new language in your employment contracts to deal with layoffs or reassignments? New or updated policies or procedures to deal with “social distancing”? Will new workspace arrangements be required? As mentioned in last week’s blog, if your employees will be working from home now, there are obligations to be met under Health Continue Reading »

Employees Have the Right to Appeal Discipline

Employees have the right to appeal disciplinary actions taken against them by the employer. So how does that work? The appeal process is covered under the Occupational Health and Safety Act. Your Workplace Harassment policy requires employers to “include measures and procedures for workers to report incidents of workplace harassment to a person other than the employer or supervisor, if the employer or supervisor is the alleged harasser”. This “other person” could be a registered HR professional (must have at least a CHRP designation under the HRPA), or the Ministry of Labour (the MOL requires you to put them in Continue Reading »

Is Attendance Management Confusing You?

Thank you to my reader who asked questions regarding the confusing world of Attendance Management programs.  These programs are tricky to navigate because of Human Rights concerns so employers need to use caution when using discipline for absences. 1. Mandated Leaves of Absence – If your workers use the Leave provisions from the Employment Standards Act, these absences cannot be subject to disciplinary action.  There is a limited exception with regard to Personal Emergency Leave in that the absent employee must be able to provide “proof that is reasonable in the circumstances” to show entitlement to the leave.  Failure to Continue Reading »