Are there risks to employers who condone such behaviour?
There are substantial legal risks to an employer who does not respond promptly and effectively to such behaviour, in addition to the obvious reputational risk. The legal risks relate to both statutory duties and general liability. Under occupational health and safety laws, employers have a duty to provide a safe workplace to their employees. Condoning physical abuse or bullying may violate those laws and result in charges. In Ontario, a new bill – Bill 168- introduced specific provisions regarding workplace violence and harassment. It will come into effect June 15. It will require policies and programs to prevent such behaviour. The federal government also has regulations which require federally-regulated employers to have anti-violence policies. Violence for that purpose includes the concepts of bullying, teasing, abusive or other aggressive behaviour. And Quebec has a law giving employees a process to seek remedies for psychological harassment. (For more details on these laws, see a
Related Questions
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