The document outlines updates to workplace harassment policies and procedures in accordance with Bill 132. Key points include:
- Bill 132 expands the definition of workplace harassment to include sexual harassment. It also requires employers to investigate all harassment complaints.
- Employers must have a written workplace harassment program that is reviewed annually and developed with health and safety representatives. The program must outline complaint and investigation procedures.
- Investigations of harassment complaints must follow specific steps and an external investigator can be ordered by an inspector.
- The duties of employees are to report harassment and participate in investigations, while their rights include being informed of investigation outcomes and corrective actions.
- Examples of harassment behaviors are provided, including sexual harassment like
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
Sexual Harassment and Retaliation in the Workplace in the Wake of #metoo and ...Case IQ
Allegations of sexual impropriety have been bubbling up in Hollywood, the media, sports and politics over the past months, exposing a deep-rooted and pervasive culture of harassment and discrimination in workplaces all over North America. Both women and men are becoming more empowered to speak up, fueled by the #metoo and #TimesUp movements and the attention the issue of sexual harassment and abuse of power is getting.
But coming forward has its risks. Victims still lose their jobs at much higher rates than do their abusers: 89% compared to 18%, according to a study by the Workplace Bullying Institute.
It’s critical for employers and managers to understand the importance of responding appropriately to complaints of sexual harassment and abuse of power and avoidance of retaliation.
Join Virginia MacSuibhne, speaker, author and Chief Compliance Officer at Roche Molecular Solutions, as she outlines best practices for responding to allegations of sexual harassment and abuse of power in the workplace.
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
Sexual Harassment and Retaliation in the Workplace in the Wake of #metoo and ...Case IQ
Allegations of sexual impropriety have been bubbling up in Hollywood, the media, sports and politics over the past months, exposing a deep-rooted and pervasive culture of harassment and discrimination in workplaces all over North America. Both women and men are becoming more empowered to speak up, fueled by the #metoo and #TimesUp movements and the attention the issue of sexual harassment and abuse of power is getting.
But coming forward has its risks. Victims still lose their jobs at much higher rates than do their abusers: 89% compared to 18%, according to a study by the Workplace Bullying Institute.
It’s critical for employers and managers to understand the importance of responding appropriately to complaints of sexual harassment and abuse of power and avoidance of retaliation.
Join Virginia MacSuibhne, speaker, author and Chief Compliance Officer at Roche Molecular Solutions, as she outlines best practices for responding to allegations of sexual harassment and abuse of power in the workplace.
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Sexual Harassment Prevention For SupervisorsBernie McCann
A professional training seminar for supervisors and managers to assist them in recognizing potential sexual harassment in the workplace, hostile environments and how to address this behavior in employees.
The Pathway Group Harassment Policy. Please feel free to have a read through and if you would like further information on this policy or on Pathway Group please feel free to give us a call.
Week 4 ChatKey AssignmentPhase 4 IP AssignmentKey Assi.docxcockekeshia
Week 4 Chat
Key Assignment
Phase 4 IP Assignment
Key Assignment Draft
The Key Assignment for this course will involve creating polices for the various laws that are covered in the employee handbook. The purpose of the handbook is to equip managers with the information they need to lead their teams. For this assignment, you will create a paper of 1000 words.
Include the information below in your assignment. When discussing each act, provide an example of how it might be violated by an employer or employee and the approach that can be used (such as EEOC, diversity, grievances, counseling, documentation, or termination) to address the violation.
A policy for the Americans with Disabilities Act (ADA)
A policy for the Age Discrimination in Employment act (ADEA)
A policy for dealing with different types of harassment.
A policy for the Occupational Safety and Health Act (OSHA)
A policy for the Family Medical Leave Act (FMLA)
A policy for the Fair Labor Standards Act (FLSA)
A policy for the Equal Pay Act (EPA)
A policy for employee use of technology because new sources of social media and more advanced electronic devices are regularly being introduced to the market. Address topics such as: refraining from workplace commentary on social media, maintaining a professional image, what can be shared and what not to share on social media, harassment, privacy, and IT security.
U.S. Equal Employment Opportunity Commission (EEOC)
Overview
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Authority & Role
The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases where we find discrimination.
We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs.
The EEOC provides leadership and guidance to .
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
Running head LEGAL POLICY AND HUMAN RESOURSE .docxwlynn1
Running head: LEGAL POLICY AND HUMAN RESOURSE 1
LEGAL POLICY AND HUMAN RESOURCE 4
Legal Policy and Human Resource
Student’s Name
Institution Affiliation
Legal Policy and Human Resource
Written presentation
A written presentation in a legal case and a legal concept is more often beneficial regardless of the case may be or whether a court has directed one to file any. Judges barely complain about written presentation so long as the opposing party is given a copy. Written submission entails the identity of the case plus the party which a barrister is writing the presentation for. It should be brief and not repetitive, be rightfully structured according to the nature of a case, e.g., use of appropriate headings and sub-heading, provide tables of content in complex cases. Headings should not be generic but rather useful, be in a logical order for easy decision making. A written presentation should be written early and often. A problem may arise when drafting the presentation and the earlier they are identified, the easier it will be to fix them.
The written presentation should at least be submitted to a judge a day before the hearing. It is better for one to email the presentation to the chamber then file them at the registry. Written submission should contain an opening, legal issues, and closing submissions. After one is done with writing the presentation, he/she should proofread it to collect grammatical errors, spelling mistakes, and poor formatting.
Oral presentation
In oral presentations, the first golden rule is for barristers to know that their first duty is not to their clients but rather to the court. A lawyer must never mislead a court because the court looks upon them for assistance (Mlphurs, 2013). If a court asks a question, the lawyer should answer it; if he or she is unable to answer, he should seek for assistance or take the question on notice. During the hearing, a lawyer should announce his or/her name and the party he appears for transparently. He/she should be prepared with short written notes discussed with any other side beforehand. State matters that are contentious and those that are not, have documents needed ready and copies for the opposing party, bring copies to the court as well and be aware of the power that the court posses to grant the orders your seeking. In the notice of the motion, a lawyer should state the power for relief sought if it is not contained in motion, give copies of any written evidence to the opponents, give summary of the details in the presiding, state what evidence he/she is relying on, The oral presentation should also have an opening submission, evidence, and closing submission. The opening submission should be brief, the evidence should be relevant and finally the closing submission should be referred back to the evidences provided.
Legal terminologies in employmen.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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2. Road Map
Bill 132 & updates on Workplace Harassment
Expanded definition of Workplace Harassment
New Policy/Program Requirements
Duty to Investigate
External Investigators
Review of Employee Rights and Obligations
Examples of Harassment in the Workplace
Review updates to D380 (Workplace Harassment
Policy/Procedure)
3. WHAT IS BILL 132?
Bill 132, the Sexual Violence and Harassment Action Plan Act
(Supporting Survivors and Challenging Sexual Violence and
Harassment)
Includes amendments to, among other things, the Ontario
Occupational Health and Safety Act
Amendments focus on:
Harassment policies; and
An employer’s duty to investigate incidents/complaints of
harassment
4. WHY DO WE NEED BILL 132?
in 4 Canadians (28%) report having been sexually harassed at
work.
1 in 7 Canadians (14%) report having been subjected to
unwanted sexual contact at work.
4 in 5 of the Canadians who indicated that they have been
sexually harassed or subjected to unwanted sexual contact did
not report to their employer.
21 per cent of that group said that they did not report the incident
because they did not think that their employer would respond
well.
1 in 4 who did report the incident to their employer found them to
be “unresponsive and dismissive”.
5. 1) Expanded Definition of Workplace
Harassment
Expanded under Bill 132 to include “workplace sexual
harassment”.
“Workplace harassment” means,
(a) engaging in a course of vexatious comment or
conduct against a worker in a workplace that is known or
ought reasonably to be known to be unwelcome, or
(b) workplace sexual harassment (amendments
underlined)
6. 1) Expanded Definition of Workplace
Harassment Continued….
“Workplace sexual harassment” means:
(a) engaging in a course of vexatious comment or conduct
against a worker in a workplace because of sex, sexual
orientation, gender identity or gender expression, where the
course of comment or conduct is known or ought reasonably to
be known to be unwelcome, or
(b) making a sexual solicitation or advance where the person
making the solicitation or advance is in a position to confer, grant
or deny a benefit or advancement to the worker and the person
knows or ought reasonably to know that the solicitation or
advance is unwelcome.
7. Test for “known or ought reasonably to be
known…”
The reference to comment or conduct "that is known or ought
reasonably to be known to be unwelcome" means that there
are two parts to the test for harassment.
1) we have to consider if the person carrying out the
harassment knew how their behaviour would be received.
2) we must consider how someone else would generally feel
about the behaviour – this can help us think from the
perspective of a person who is being harassed.
8. 2) New Policy/Program Requirements
The workplace harassment
program must:
Formal Investigations may take
place when:
Be developed in
consultation with the
health and safety
committee or
representative (if one
exists);
Be reviewed on an annual
basis (at least); and
Be in writing
Measures to report workplace harassment to
someone other than the employer or supervisor
if that person is the alleged harasser
How incidents and complaints will be
investigated and dealt with
How information related to incident or complaint
of workplace harassment will not be disclosed
unless necessary
Requirement and mechanism to ensure that
complainant and alleged harasser will be
informed in writing of the results of investigation
and any corrective action that follows
How information will be kept confidential unless
disclosed for the purpose of the investigation
9. 3) Duty to Investigate
What is an “incident”?
According to the Code of Practice, “[a]n employer must
ensure that an investigation appropriate in the circumstances
is conducted when”:
1) the employer or supervisor becomes aware of the
incident of workplace harassment by the worker who
allegedly experience it or another worker; or
2) a complaint, whether in writing or verbal, of workplace
harassment is made to the employer.
10. 3) Duty to Investigate continued…
The Code of Practice sets out seven (7) steps that an employer
must “at a minimum” complete as part of their investigation:
1. Maintain confidentiality; inform parties of confidentiality
requirements.
2. Interview the complainant and the alleged harasser.
3. Give the alleged harasser an opportunity to respond to
specific allegations and the worker an opportunity to reply.
4. Separately interview any relevant witnesses.
5. Collect and review relevant documents.
6. Take appropriate notes and statements during interviews.
7. Prepare written report of investigation, including, finding of
fact.
11. 4) External Investigators: Inspector Orders
According to section 55.3(1) of OHSA:
“An inspector may in writing order an employer to cause an
investigation described in clause 32.0.7(1)(a) to be conducted,
at the expense of the employer, by an impartial person
possessing such knowledge, experience or qualifications as
are specified by the inspector and to obtain, at the expense of
the employer, a written report by that person
12. 5) Employee Duties & Rights
1. Follow policies & procedures for
Harassment & Model Behaviour that
shows:
Respect for people
Fairness
Courtesy
Honest feedback
Acceptance of different working
styles
Openness to change
Integrity
Leadership/Responsibility
Harassment is a complex matter.
What one person considers as
proper behaviour, another may
perceive to be harassment.
In many cases, the lines are not
sharply defined. Education,
conversations, reflection and
awareness of basic human
values are the beginning.
The test is in how we treat one
another in our daily interactions.
Often, what is needed is
simple, basic decency.
13. 5) Employee Duties & Rights Continued….
2. Speak to the Offender:
Tell the offender to stop the
behaviour. In many cases, when
the offender is aware that his/her
conduct is unwelcome and will not
be tolerated, he/she stops and the
complaint is resolved
If the alleged harasser is your
supervisor, then report the
allegation to the supervisor’s next
level manager, or the Human
Resources Manager
3. Submit a Written Statement:
If the behavior does not stop, or if
you are uncomfortable speaking
directly to the alleged harasser, you
should submit a written (or verbal)
statement to your Supervisor
This information will be discussed in
an initial meeting with your
Supervisor You may be interviewed
by the HR Manager and your
Supervisor to provide information or
to further clarify your statement.
14. 5) Employee Duties & Rights Continued….
Based on the findings:
The HR Manager will present his/her
recommended corrective action to the
Executive Director (ED).
The ED will act as the final decision
maker and will ensure that the
appropriate action is carried out in
accordance with this policy and the
Collective Agreement
The worker-complainant and the
alleged harasser will be informed in
writing of investigation results and of
any corrective action taken.
If you are not satisfied with the
outcome…
the Ministry of Labour Inspectors have
the authority to:
a. Order the Employer to have an
impartial person conduct the
investigation into a report of
harassment at the Employers’ expense
b. Specify the qualifications of the
impartial investigator
c. Require the Employer to obtain a
written report from the investigator
16. Examples of Workplace Harassment
Repeated or one single severe event
Yelling at the person; threatening;
prohibiting the person from speaking
to others.
Unwanted sexual advances which
may or may not be accompanied by
threats or explicit or implicit promises.
Making rude, degrading or offensive
remarks, gestures that seek to
intimidate.
Engaging in reprisals for having made
a complaint under this Policy.
Discrediting the person by spreading
malicious gossip or rumours,
ridiculing, humiliating, calling into
question private life
Name calling in private or in front
of others.
Isolating the person by no longer
talking to him or her, denying or
ignoring his or her presence,
distancing him or her from others.
Destabilizing the person by making
fun of his or her beliefs, values,
political and/or religious choices,
and mocking his or her weak
points.
Harassing a person based on a
prohibited ground of discrimination
(as described in Canadian Human
Rights Act and contained in the
Policy).
17. Forms of Sexual Harassment
May include:
sexual solicitation and advances (your teacher
asks for sex in exchange for a passing grade)
a poisoned environment (pornographic images in
the workplace)
gender-based harassment (targeting someone for
not following sex-role stereotypes)
violence (if inappropriate sexual behaviour is not
dealt with, it may move to more serious forms,
including sexual assault and other violence).
18. Gender- Based Harassment (sub-type of sexual
harassment)
What is gender-based harassment?
It is only one type of sexual
harassment
It is “any behaviour that polices and
reinforces traditional heterosexual
gender norms”
It is often used to get people to follow
traditional sex stereotypes (dominant
males, subservient females).
It is also used as a bullying tactic,
often between members of the same
sex.
Unlike some other forms of sexual
harassment, gender-based
harassment is not generally motivated
by sexual interest or intent.
often based on hostility and is often
an attempt to make the target feel
unwelcome
may look the same as harassment
based on sexual orientation, or
homophobic bullying
With the addition of the new
grounds of “gender expression”
and “gender identity” to the Code,
many claims alleging gender-
based harassment may also cite
discrimination and/or harassment
based on gender expression.
19. Examples of Sexual & Gender-based Harassment
demanding hugs, invading personal
space
making unnecessary physical
contact, including unwanted
touching, etc.
using language that puts someone
down and/or comments toward
women (or men, in some cases),
sex-specific derogatory names
leering or inappropriate staring
making gender-related comments
about someone’s physical
characteristics or mannerisms
treating someone badly because
they don’t conform with sex-role
stereotypes
showing or sending pornography,
sexual pictures or images
sexual jokes, including passing
around written sexual jokes
rough & vulgar humour or language
related to gender
using sexual or gender-related
comment or conduct to bully
someone
spreading sexual rumours
20. Examples of Sexual & Gender-based Harassment
Continued….
making suggestive or offensive
comments or hints about members
of a specific gender
making sexual propositions
verbally abusing, threatening or
taunting someone based on gender
bragging about sexual prowess
demanding dates or sexual favours
asking questions or talking about
sexual activities
making threats to penalize or
otherwise punish a person who
refuses to comply with sexual
advances (known as reprisal).
21. Review of Updates to D380: Workplace Harassment &
Bullying Policy and Procedure
Editor's Notes
Incidents could come to light via:
•Office rumours or gossip
•Potential problems identified through an employee survey
•Issues raised through a 360-review
•Information that comes to light after a termination
•Issues raised during an exit interview
•Issues that surface during a proceeding
•Anonymous complaints?
An Employer may also elect to have an external investigator when:
•The allegations have an “ew” factor or are complex
•There is a high profile person involved
•The parties or subject matter is “too close for comfort”
•There is uncertainty about how to proceed
•The potential internal investigators are inexperienced or untrained
•The investigation has a high likelihood of legal challenge
•There are other demands on the potential internal investigator’s time
•There is an institutional bias that cannot reasonably be overcome