How to have fun at work while staying within the boundaries of appropriateness.

Perhaps you’ve always been aware that you are supposed to develop, provide training on, and enforce workplace policies to identify, investigate and prevent problematic workplace conduct, but other concerns have taken priority. Maybe you’ve heard about other businesses having issues, but say “that’s not us”. You could have been one of the many people who were shocked by the prevalence of media reports in 2017, including the multitude of stories associated with the #metoo movem

The Ministry of Labour makes it easy for employers to understand their obligations when it comes to corproate policies and investigating misconduct. When something of concern happens at work, it is likely that some sort of investigation occurs. If you ask the employee(s) invovled what happened, you are doing some sort of investigation. But are you doing enough? Are you doing it right? Does it matter? Too many businesses have learned the hard way that insufficiently invest

If you are not already aware, employers in Ontario are required under the Occupational Health and Safety Act (OHSA) to develop policies in relation to harassment and discrimination in their workplaces. In the event of a complaint, the Act requires employers to investigate the complaint to determine if the alleged conduct has occurred. In recent years, the introduction of Bill 168 has led to an increased emphasis on the requirement to address and prevent inappropriate conduct