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.
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.
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.
Two recent Ontario decisions have made it clear that rude conduct and hurt feelings don’t necessarily equal “workplace harassment”.
The impact of language in determining whether a conversation with an employee is workplace harassment or not.
Employers, are you ready to conduct a social media workplace investigation even for off-duty social media activity?
With the legalization of cannabis, what duties do employers have, and what rights can they exercise such as with marijuana drug testing?
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?
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.