Racist Remarks Cannot be Excused as “Mere Shoptalk”
Gone are the days when racist remarks uttered in frustration could be rationalized as “locker room language” or “shoptalk” worthy of little to no discipline.
Arbitrators Rule that Context is King in Workplace Harassment Cases
Context is king when it comes to workplace harassment. It can quash an employer's termination of an employee even when workplace violence was committed.
Workplace Investigations Strengthen Return to Work During COVID-19 Pandemic
Delaying workplace investigations has many risks. Instead of postponing them, employers should view completing workplace investigations necessary to strengthen and keep the workplace safe for all upon returning to work.
Hurt Feelings Don’t Equal Workplace Harassment
Two recent Ontario decisions have made it clear that rude conduct and hurt feelings don’t necessarily equal “workplace harassment”.
Musings on Language and Workplace Harassment
The impact of language in determining whether a conversation with an employee is workplace harassment or not.
Investigating Social Media Breaches: Is Your Business Ready?
Employers, are you ready to conduct a social media workplace investigation even for off-duty social media activity?
Paving the Way for Marijuana Drug Testing in the Workplace
With the legalization of cannabis, what duties do employers have, and what rights can they exercise such as with marijuana drug testing?
Sexual Harassment Training: Are We Focusing on the Right Things?
A recent decision of the Ontario Human Rights Tribunal highlights just how costly sexual harassment can be for an employer. Would sexual harassment training have made a difference in this case?
Dealing with an Older Workforce
An older workforce creates a series of novel issues for many employers. Expect to see a surge of cases dealing with age discrimination. As an employer there are several steps you can take to minimize your liability.