Allegations are not fact: Employers fail to investigate at their own peril
The #metoo movement should not change employers’ response to allegations of harassment: investigate before penalizing.
Workplace Romance
Valentine’s Day is fast approaching, and we will soon start to see flowers and other tokens of affection popping up in the workplace. This can be a joyful time filled with expressions of love, but it also causes employers to…
Year in Review: The most significant developments in Canadian employment law in 2017
We have done our best to identify the developments in 2017 that we think had, or will have, the most significant impact upon Canadian employment law. They are reviewed below, and as usual, we refuse to be limited to a “top 10” format.
Holidays in the Workplace
In one of my Canadian HR Law Blog post, I discussed the myriad of issues that can arise in the workplace during the upcoming holiday season. These include discrimination, drinking and driving, harassment, among other concerns. Generally speaking, holidays and…
The same conduct may ground an award of damages for sexual harassment and moral damages
Earlier this month, we wrote a blog post on the Weinstein scandal and sexual harassment. In that blog post, Stuart Rudner asserted that after the Weinstein scandal, sexual harassment can no longer be seen as a ‘cost of doing business’.…
After Weinstein scandal, sexual harassment can no longer be seen as ‘cost of doing business’
My social media feed has been filled with stories about Harvey Weinstein and the sexual harassment and assault that has apparently been allowed to continue for decades, interspersed with mentions of the recent International Day of the Girl. What an…
So What Happens If We Don’t Comply With Bill 132?
As my recent Canadian HR Law blog post outlines, in September of last year, Bill 132 came into force in Ontario. The Bill, formally known as the Sexual Violence And Harassment Action Plan Act, follows substantial legislative changes pursuant to…
