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ARTICLE · 21 DECEMBER 2015

Important Changes To Employers' Obligations Regarding Violence And Harassment In The Workplace

Aird & Berlis LLP
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Ontario recently introduced Bill 132, the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015, (the "Bill").

CanadaEmployment and HR
Cynthia Sefton
Cynthia Sefton
Meghan Cowan
Meghan Cowan
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Ontario recently introduced Bill 132, the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015, (the "Bill"). The Bill has received first reading and comes into effect on the later of six months after receiving Royal Assent or July 1, 2016.

The Bill amends a number of statutes, including the Occupational Health and Safety Act ("OHSA"), and has several key provisions that will impact employers' duties in Ontario.

For All Employers

The Bill builds on 2010 amendments to the OHSA, which required employers to have in place workplace harassment policies and programs.

Part III.0.I of the OHSA imposes obligations on employers to create policies and programs with respect to keeping workers safe from workplace violence and harassment. Such issues have been considered in wrongful dismissal cases and in labour arbitrations.

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