Ontario s brand-new sexual violence and harassment legislation, Bill 132, An Act to modify various statutes with regard to sexual violence, unwanted sexual advances, domestic violence and associated matters, received Royal Assent on March 8, 2016.
Expense 132 amends numerous existing statutes with respect to sexual violence, unwanted sexual advances and domestic violence. For employers, Bill 132 provides vital workplace-related modifications, by amending the Occupational Health and Safety Act (OHSA) to need companies to implement particular office harassment policies and programs and guarantee that occurrences and problems of workplace harassment are properly investigated.Bill 132 broadens the OHSA s meaning of office harassment to include work environment sexual harassment, specified as:Engaging in a course of vexatious remark or conduct versus a worker in a work environment because of sex, sexual preference, gender identity or gender expression, where the course of comment or conduct is understood or ought reasonably to be understood to be undesirable; orMaking a sexual solicitation or advance where the person making the solicitation or advance remains in a position to provide, grant or reject a benefit or advancement to the worker and the individual knows or ought fairly to understand that the solicitation or advance is undesirable. If you are interested in we thought about this you need to visit this site.
Costs 132, however, likewise clarifies that a sensible action taken by a company or manager connecting to the management and direction of its office is not workplace harassment.

The bill, as passed, requires an employer, in assessment with a joint health and wellness committee or a health and wellness representative (if any), to establish, preserve, and review a minimum of yearly, a written program that executes the company s workplace harassment policy. Further, companies should provide workers with suitable details and direction on the contents of their workplace harassment policies and program. A company s composed program has to set out, to name a few requirements:
procedures and treatments for workers to report events of workplace harassment to a person aside from the company or manager, if the company or supervisor is the alleged harasser
how incidents or complaints of work environment harassment will be investigated and handled
how details acquired about an incident or complaint of office harassment, consisting of determining details about any individuals included, will not be revealed unless the disclosure is essential for examining, taking corrective action, or by law

how an employee who has apparently experienced work environment harassment and the supposed harasser (if he or she is an employee of the employer) will be informed of the results of the examination and of corrective action that has been, or will be, taken.

Even more, companies have to carry out suitable investigations in reaction to events or complaints of workplace harassment. Following an investigation a company should inform both the employee who has presumably experienced harassment and the supposed harasser (if he or she is an employee of the company) of the outcomes and of any restorative action that has been, or will be, taken.

Notably, an inspector now has the power to order an employer to perform an investigation by an unbiased third party, and get a written report by that party, all at the employer s expense. Expense 132, however, does not define the scenarios where an inspector can, or will, order a company to carry out such an examination.