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On June 15, 2010 there were changes built to the Occupational Health and Safety Act in Canada that needed many companies to simply take extra actions to protect employees from workplace harassment and workplace violence.

If you operate an organization in Canada and are just becoming conscious of these policies, you are not compliant and the faster your company can implement these policies the higher.

As being a outcome of these changes, workplace harassment is defined as a course of vexatious comment or conduct that's known or ought reasonably become considered to be unwanted. It shall not be restricted to the prohibited grounds of discrimination within the Human Rights Code (age.g. battle, faith, sex, etc).

Workplace violence will be thought as physical force or an attempt to work out force that is physical reasons or might lead to real injury the employee(s). Most companies will be required to do the following to comply with the modifications:
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Everything covered in the worker training
The expenses; their obligations; what things to avoid; what things to look out for
The way to handle complaints, including how to report

Tip #7: Thoroughly investigate all harassment complaints.

Not absolutely all allegations of harassment are of equal severity or merit. The main one absolute, however, is: never ignore a harassment grievance, whether made formally or being an gripe that is informal.

Tune in to all ongoing parties worried
Maintain confidentiality (to the level feasible)
Communicate the outcomes of the investigation towards the complainant and accused
Take action that is appropriate e.g., feedback, training, coaching, counseling, disciplinary action, termination

Suggestion #8: Protect complainants, witnesses and accused from retaliation.

Not only formal retaliation by the boss, but additionally informal retaliation by employees, e.g., gossiping or shunning.
You might consider an "in good faith" caveat, in other words., fabricated complaints will not be tolerated and will also be subject to action that is disciplinary. If that's the case, very carefully distinguish this from truthful complaints built in good faith, that are discovered never to be in violation of law or policy.

Suggestion 9: Document every one of the above.

You most likely will not be able to prevent harassment/discrimination lawsuits or charges that are EEOC being filed against your company. But you can guarantee a finding that is favorable. Our advice: