The Ontario Trillium Foundation is committed to ensuring a civil and respectful work environment free of any form of harassment, discrimination, or abuse. This commitment requires that all OTF staff and volunteers actively demonstrate, at all times, a respect for others and an appreciation of differences. Everyone has the right to work in an environment free from any form of harassment and unacceptable workplace behaviour. Such behaviour towards an individual because of race, creed, colour, religion, country of origin, ethnicity, citizenship, ancestry, gender, gender identity, sexual orientation, same-sex partnership status, age, marital or family status, or physical ability is unacceptable, and will not be tolerated. Similarly, harassment, including workplace sexual harassment will not be tolerated. OTF will treat any allegation of such behaviour as a serious matter. This policy applies to all Board members, employees, volunteers, visitors, suppliers, independent contractors and employees of independent contractors at the Ontario Trillium Foundation. This policy applies not only during working time, but to any activities on or off OTF premises which could reasonably be associated with the workplace e. Harassment is defined in the Ontario Human Rights Code as engaging in a course of vexatious comment or conduct, eg. These include: age; ancestry, colour, race; citizenship; ethnic origin; place of origin; creed; disability; family status; marital status including single status ; gender identity; gender expression; receipt of public assistance; record of offences; sex including pregnancy and breastfeeding ; sexual orientation.
Can you legally ban office romances?
It also covers rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline and performance evaluations. This booklet provides information that will be useful in understanding some of the important details of this Coalition. Skip to main content Skip to global navigation Skip to footer. June – Standards for height and weight are sometimes used to screen or evaluate job applicants. In the OHRC’s experience, this tends to occur in recruitment for occupations that traditionally have been male dominated.
These standards or selection criteria are based on the average physical stature of men in the majority population group.
Pursuant to Bill , employers in Ontario must have specific policies As awkward as it may be to tell your boss, or HR, that you are dating a.
Jump to navigation. Jump to main content. Jump to sidebar navigation. Home About. Safe Workplace Ontario Third-party health and safety designation program for Ontario businesses The Occupational Health and Safety Act requires all companies to prepare and review, at least annually, a written occupational health and safety policy, and develop and maintain a program to implement the policy.
Also, many larger employers now require contractors to have their health and safety programs verified by a competent third party within six 6 months of starting work at their operations. Safe Workplace Ontario is a voluntary recognition program that provides participating firms with all the essentials for setting up and implementing an effective health and safety program.
Bill 195 Ends the State of Emergency: What Ontario Employers Should Know
Here are some of the most notable changes Ontarian workers should take note of. The wage increase has been met with a conflicted response, simultaneously hailed as a boon and a plight to the economy, depending on who you ask. The provincial corporate tax rate has been lowered for small businesses, dropping to 3.
Workplace harassment and workplace sexual harassment in any aspect of employment is strictly prohibited. REFERENCES AND RELATED DOCUMENTS.
Established in , the Workplace Safety and Insurance Appeals Tribunal WSIAT is the final level of appeal to which workers and employers may bring disputes concerning workplace safety and insurance matters in Ontario. In Decision No. The Board assessed the worker for a NEL award, but divided the permanent impairment into separate components and granted the NEL award for the skin condition component and musculoskeletal condition component retroactive to July , and the NEL award for the respiratory condition component retroactive to May The worker appealed a decision of the Appeals Resolution Officer denying retroactivity of the respiratory component to July It is apparent from the policy that, where a single compensable condition is comprised of more than one component, where each component reflects a set of symptoms which is distinct from the others, each component may be associated with a different MMR date, particularly where the onset of symptoms for the respective components does not occur at the same time.
Where a worker suffers an organic injury which reaches MMR on a particular date and subsequently develops a psychological condition due to emotional reaction to the injury, which reaches MMR at a later date, the appropriate MMR date for the psychological condition will be determined according to the medical information for the psychological condition. The same applies to a case where different sets of symptoms, all associated with the same compensable condition, arise at different time.
The fact that all the various symptoms arise from one compensable condition does not mean that all aspects of that condition will necessarily have the same MMR date. On the evidence in this case, the worker was experiencing significant respiratory symptoms in July , related to the diagnosis of SLE. The appeal was allowed. Skip to main content.
What You Need To Know About Dating In The Workplace
In wake of MeToo movement, workplace relationships look more precarious than ever. The explosion of workplace sexual harassment claims in recent months has thrust workplace relationships into the spotlight, spurring caution in terms of male-female interactions, according to experts. And while cookie-grams and candy-grams will still be swapped between colleagues on Feb.
We are the leading private provider of occupational health and safety training in Ontario. Create a safe and compliant workplace with Joint Health and Safety.
While at 32 years old, the politician may be excused for the lapse in judgment, given his former bid to run for Mayor of Toronto, the jury is out whether public opinion will be quite so forgiving. In fact, he has stepped down from his candidacy within a day of the news. Companies are forced to deal with this all the time. What happens when one of your senior people starts behaving inappropriately at the staff party?
When rumours start to fly about an affair with a junior person in the organization? Or is he or she just worried about job security?
Respect and Safety in the Workplace – Harassment Policy
Can dating a co-worker put your job in jeopardy? There really are no hard and fast rules when it comes to inter-office relationships. In fact, intimate relationships between consenting colleagues are not illegal per se. However, employers in Ontario have a strict legal obligation to ensure that their workplaces are discrimination and harassment-free. This alone is enough of a reason for employers to be very apprehensive about condoning any form of inter-office relationships and for employees to be cautious if pursuing a relationship within the workplace.
It is important for both employees and employers to consult an employment lawyer or their HR department with any questions on how to deal with relationships in the workplace.
Date of hire; Hours worked—if the employee is salaried, then the company is only required to keep records of the hours worked in excess of the regular work week.
This section addresses the many practical issues that arise when an employer is called on to resolve human rights issues using existing human rights policies and complaint resolution procedures. All employers are responsible for dealing effectively, quickly and fairly with situations involving claims of harassment or discrimination. At a minimum, employers must respond to internal discrimination complaints by:. In some cases, employees may come forward to raise allegations of harassment or discrimination as soon as they happen.
More commonly, especially in cases of sexual harassment, employees may decide to cope with the situation using a range of strategies that may or may not include reporting it. She copes by keeping to herself at work and getting support from her family at home. She also remembers how hard it was to find a job with steady hours and good benefits.
Ultimately, the harassment leads to termination of her employment and at that time she takes action under the Code. The company may be held liable for not addressing harassment and discrimination that it knew of or ought to have known about, even though she did not raise her allegations while she was employed. Employers may be surprised to hear that women who have experienced sexual harassment in the workplace often note that the experience of reporting the harassment may be as bad or worse than the initial harassment.
In many cases, people who raise allegations of human rights violations in the workplace experience negative impacts on their work life, personal life and health on top of the immediate problem of discrimination or harassment.
When does a consensual workplace relationship become an employer’s business?
It appears the MeToo campaign is splashing cold water on the sizzle, and people are being more cautious. Things can deteriorate pretty quickly once and if the relationship goes awry. Breaking up is hard to do! He can! Not just are you their supervisor an automatic no , but are you a position to negatively impact their career, or even how comfortable they feel in their day? Think about the consequences of the relationship going badly, and think about social power too, stresses Elizabeth, of Elizabeth.
Ontario employers are governed by the Ontario Human Rights Code an employee has a right to freedom from harassment in the workplace by the employer or agent of the date of birth of a child is entitled to a leave of absence without pay.
Employees in all other jurisdictions in Canada have similar rights. Consequently, workers may refuse to perform work where they believe it puts them at risk of contracting COVID Nevertheless, this does not mean that employers should treat COVID related work refusals differently than any other work refusal. As stated above, employers must investigate every work refusal. Further, employers must report all work refusals that they cannot resolve with the worker to the MOL.
Furthermore, where a worker refuses to perform work for reasons related to COVID and the work refusal is ultimately not upheld by the MOL, employers can still face liability. Even where the test for a valid work refusal is not met, the MOL inspector conducting the investigation may still find that the employer has failed to meet one or more of its obligations under the Occupational Health and Safety Act and issue an order accordingly. Therefore, while employers can take some comfort in knowing that the MOL is unlikely to find that a worker refusing to work for reasons related to COVID is entitled to continue to refuse to work, they must still diligently fulfill their health and safety obligations and should not treat work refusals any less seriously.
This blog is provided as an information service and summary of workplace legal issues. This information is not intended as legal advice.
Mandatory face-covering orders now in effect in Toronto, Ottawa, and beyond. While Stage 3 allows many businesses in Ontario to reopen and to welcome returning employees back to the physical workplace, employers and service providers—as operators of enclosed public spaces and establishments—must meet certain recently announced conditions.
As of July 7, , at a. On July 30, , the Province of Ontario unveiled its plan for reopening schools in the school year, which will require students in grades four to twelve to wear face coverings indoors, as well as all school-based teachers and staff. Students in Kindergarten to grade 3 will be encouraged but not required to wear face coverings indoors.
The following information outlines what employers and service providers need to know in Toronto, Ottawa and other areas of Ontario.
Update on COVID Impact on the Workplace in Ontario be retroactive to January 25, —the date Ontario confirmed its first presumptive.
While it may have been a common belief that any form of office romance was considered poor conduct and was frowned upon, our attitudes regarding workplace dating are shifting towards a view of acceptance. A large part of this may have to do with our media culture, and namely, the non-cholent manner in which TV shows and movies often portray office romances as an exciting, romantic, or even conventional occurrence. As a result of these changing times, employers need to be able to deal with the realities of such relationships between its employees, and the legalities and risks that could be associated with them.
In short, there really are no hard and fast rules when it comes to inter-office relationships, and it could very well depend on the specific workplace you find yourself in. In fact, office relationships between consenting colleagues are not illegal, and we do not have any laws saying that employees cannot date one another. However, employers in Ontario do have a legal obligation to ensure their workplaces are discrimination and harassment-free , which is enough of a reason for employers to be very apprehensive of condoning any form of inter-office dating.
The most serious liability employers face when inter-office romances turn astray are discrimination and sexual harassment claims. Our courts have construed almost any unwelcome sexualized conduct as a form of sexual harassment, and only a fine line may exist between a workplace flirtation and harassment.
The realities of office romances
Workers, supervisors and employers have rights and duties when dealing with workplace violence and harassment. Use this guide to know yours. Download PDF. Health and safety inspectors apply the law based on the facts in the workplace. This guide explains what every worker, supervisor, employer and constructor needs to know about workplace violence and workplace harassment requirements in the Occupational Health and Safety Act OHSA. It describes everyone’s rights and responsibilities and answers, in plain language, the questions that are most commonly asked about these requirements.
Ontario – Implementation Date – September 8, – New and Updated Workplace Harassment Policies, Procedures and Training. Share.
Please contact customerservices lexology. As Ontario moves toward economic re-opening, the provincial government announced additional measures on April 30, that are aimed at promoting workplace health and safety in several key sectors. They build on previously issued guidelines for the construction industry as well as recommendations developed for certain other workplaces in collaboration with industry-focused health and safety associations.
Ontario is committing 58 additional workplace inspectors to the effort, who will focus primarily on communicating best practices to employers. As noted above, the sectors to which the April 30 announcement applies are the following:. The guidelines are arranged in a similar way for each sector, with dozens of specific recommendations listed under the following headings among others :. Depending on the industry sector, additional recommendations may also be made.
For example, in the case of restaurants and food manufacturers with associated retail operations , there is a recommendation against accepting reusable bags from customers and a recommendation that staff be assigned to monitor physical distancing by customers. In most respects, however, the recommendations are fairly similar for all sectors. The government is also making a range of safety posters available for downloading see an example here ; others are available on the resource page.
The best practices are recommendations and, as appropriate, will be incorporated into the advice that provincial labour inspectors may offer in the course of their on-site inspections. While the Government indicated that such inspections would at least initially be conducted primarily to help businesses understand how to comply, there will also be an enforcement element in cases where compliance efforts fall short. If you would like to learn how Lexology can drive your content marketing strategy forward, please email enquiries lexology.
In common with many in-house lawyers, I have limited access to and a limited budget for resources and rely on receiving know-how from friends and contacts in private practice.