Harassment and Discrimination is illegal in Canada according to National and Provincial Human Rights.

WHO IS RESPONSIBLE

Every employer or organization should have a Harassment and Discrimination policy that is readily available to all. The usual interdepartmental group that looks after this would be Human Resources. It is their responsibility to address complaints and ensure applicable laws are not contravened.

WHAT CAN BE DONE?

The cost of ignoring or avoiding complaints of harassment or discrimination can lead to loss of an effective workplace, loss of time on the job, poor productivity, a dysfunctional relationship within your organization, and could result in litigation resulting in large settlements being rewarded to the complainant.

By acting quickly and responsibly these negative effects can be mitigated. A neutral third party, which investigates complaints in a knowledgeable and confidential manner, can provide an organization with the means to determine if a complaint is valid and what actions should be taken.

An outside investigation reinforces the neutrality and impartiality of the process. This allows the organization to carry on its daily activities without having to draw upon their own resources. Often an organization is unable to conduct a thorough and efficient investigation due to a lack of personnel, competent training in harassment investigation, and a perception of conflict of interest.

Following agreed upon Terms of Reference the investigation would make recommendations whether the complaint was "Founded or Unfounded". Also any possible criminal actions would be turned over to the proper authorities ensuring the organization is able to respect the expectations of society.

 

Harassment & Discrimination Services:

  • Creating & Implementing a Realistic Harassment Policy:
    Steve Critchley provides meaningful assistance in the creation and implementation of a workable Harassment Policy. This assistance extends to review and updating existing policies within your organization. Included would be a system that allows for individuals to pass along their belief of a complaint to the correct representatives respecting confidentiality. Guidelines would be established to ensure all concerns are dealt with in a timely and effective manner. A policy that meets these needs greatly enhances the emphasis an organization places on its people resulting in a much more profitable workplace.
  • Harassment Awareness Seminar:
    Steve Critchley provides training for individuals no matter what level of employment they are engaged in. This training ensures organization employees are aware of Canada's policy on Harassment, Discrimination and Racism. How to recognize what is acceptable and what is not. Provides protection from litigation and time lost to harassment complaints from within. Allows for the elimination of harassment, discrimination and racism through education.
 

Definition of Harassment:

Harassment is any improper conduct by an individual that is directed at and offensive to another person or persons in the workplace and which the individual knew or ought reasonably to have known would cause offense or harm. It comprises any objectionable act, comment or display that demeans belittles or causes personal humiliation or embarrassment, or any act of intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act (CHRA).

The CHRA provides that race, national or ethnic origin, color, religion, age, sex, marital status, family status, disability and conviction for which a pardon has been granted are prohibited grounds of discrimination.