The Canadian workplace has an obligation to educate, protect, communicate and enforce harassment policy and legislation. #MeToo

Last week, actress Alyssa Milano asked women across the internet to share the words “me, too” to bring light to a phenomenon experienced by women around the world: sexual assault and harassment.

Within 24 hours of her post, more than 500,000 women had tweeted messages using the hashtag – and the campaign spread to other social media platforms, including Facebook and Instagram.

It’s not just America and it’s not just Hollywood. It’s Canada.

It’s the office you work in. The cafe you are sitting in right now. It is the streets you walk on each day. It is every industry. It is in many rooms and almost every woman. Make no mistake: Sexual harassment is still happening in the Canadian workplace.

As Leah McLaren of McLean’s Magazine said “These incidents were not transgressions that took place in smoky boardrooms where bosses drank Scotch and pinched passing secretary bottoms for sport. This was stuff that happened in this century, in gleaming, enlightened smoke-free offices with HR departments and strict codes of conduct.”

Be proactive, don’t wait for the complaints to come forward, start the discussion and create a better future.

Harassment, Domestic Violence, Workplace Violence – what are your responsibilities?

Employment legislation imposes significant obligations on virtually all employers with respect to workplace violence, domestic violence and workplace harassment. You must have a policy, a documented confidential complaint process and training for every staff member.

We can come on-site to offer this training, we offer train the trainer or you can attend a session at our offices. We offer a 3 hour training program that covers:

  • Your responsibility as a manager, as an employee and as an HR professional
  • What to do when it happens to you, what to do when it happens to a colleague
  • What the law says
  • The critical elements necessary for a compliant policy and complaint process
  • Your responsibilities regarding an employee experiencing domestic violence
  • Your responsibilities regarding an employee with a history of workplace violence
  • Disclosure vs. Privacy
  • Conducting an investigation

Added Bonus:

Every participant will receive a SAMPLE policy that can be easily customized to their own workplace and a SAMPLE training program for employees and a SAMPLE workplace violence assessment tool.