Canadian coverage, focused on harassment, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
13 verified publications. Showing the 13 most recent.
New Brunswick introduced legislation on October 27 to restrict misuse of confidentiality agreements, particularly where secrecy can conceal harassment, abuse or discrimination. Employers and settlement counsel would need to account for the proposed safeguards if the bill passes, while voluntary informed agreements would remain possible.
The BC Human Rights Tribunal ordered disclosure of investigator interview records and temporary anonymity in a harassment complaint, but preserved legal advice privilege.
The Supreme Court restored the BC Human Rights Tribunal's jurisdiction over a discrimination complaint against a construction foreman employed by another company. Workplace discrimination protection can apply where a person's conduct has a sufficient connection to the complainant's employment, even without being that person's employer or supervisor.
A Yukon human rights board found that repeated ancestry and sex based remarks by a highways supervisor amounted to harassment and that the government failed to prevent or rectify it. The employer was ordered to pay $44,000.
Canadian employers need to distinguish bullying, harassment, discrimination and ordinary management, including what happens at social events and away from the worksite.
A defensible workplace investigation addresses allegations, witness participation, privacy, interim suspension and follow through without promising secrecy or automatic discipline.
There isn't one national investigation deadline for Canadian employers. The practical challenge is keeping the work prompt, fair and defensible without confusing speed with thoroughness.
A suggestion to sit down with a neutral person can be sound for an ordinary disagreement. Once someone reports harassment, Ontario and federal rules treat the offer of mediation very differently.
WorkSafeBC says regulatory and policy consultations are paused during the provincial election. That procedural pause currently affects the proposed psychological health and safety and harassment and violence work under Part 4.1.
Handling a reported incident and reviewing whether prevention is working are related jobs, not the same job. Ontario, British Columbia and federal guidance each address the gap in their own way.
A federal occupational health and safety evaluation found that more than a third of workers who experienced harassment or violence did not report the most serious incident, and many who reported were dissatisfied with the outcome.
Alberta’s OHS guide puts supervision, training and hazard reporting into daily work. Small teams need clear ownership.
Schrenk brings shared-site harassment within a B.C. employment complaint. Reporting channels should include people on another payroll.
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