Workplace bullying is a serious problem for thousands of Canadians at work. It can degrade one’s self worth and create serious health problems for workers and their families.
There has often been very little that could be done to stop the workplace bully in his or her tracks. But, in Ontario, there is now hope around the corner.
This month, Ontario’s Standing Committee on Social Policy will wrap up public hearings regarding Ontario's Bill 168, An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace. The Bill, which will place heavier obligations on employers to prevent and manage workplace violence and harassment, has already been given second reading in the Legislature, and will likely become law sometime next year.
The new law defines "workplace harassment" and "workplace violence" in the following manner:
"Workplace harassment" means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.
"Workplace violence" means:
a. the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker,
b. an attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker.
This type of legislative initiative should be welcomed. Many employees live with the often horrific reality that the workplace can be a war zone from which there is no shelter.
Researchers Charlotte Rayner, Helge Hoel and Cary L. Cooper have contributed to our understanding of what may constitute workplace bullying.
In their book, Workplace Bullying: What We Know, Who is to Blame, and What We Can Do, they suggest that bullying may include:
- Threat to professional status (e.g., damaging the person's reputation, humiliating the person in public or accusing him or her of lack of effort).
- Threat to personal standing (e.g., calling the person names; insulting, teasing or intimidating him or her; or devaluing the person based on age).
- Isolation (e.g., preventing access to opportunities, deliberately withholding important information or isolating the person physically or socially).
- Overwork (e.g., imposing undue pressure to produce work, setting impossible deadlines or making consistent and unnecessary disruptions).
- Destabilization (e.g., failing to give credit where it is due, assigning meaningless tasks, removing responsibility or setting the person up for failure).
The Ontario Superior Court's December 2009 ruling in Piresferreira v. Ayotte and Bell Mobility Inc., [2008] O.J. No. 518, provides a dramatic example of the civil remedies available in Ontario in extreme cases of harassment and bullying.
- Stephen Ellis, Toronto
Stephen Ellis is a Toronto lawyer practicing in association with Wise Law Office, Toronto
Visit our Toronto Law Firm website: www.wiselaw.net
EMPLOYMENT LAW • CIVIL LITIGATION • WILLS AND ESTATES • FAMILY LAW & DIVORCE
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6 comments:
Thank you for all of this valuable information.
I am a High School teacher who is being harassed by my employer.
I am filing with the Human Rights Commission.
I am trying to find out if there is specific paperwork that needs to be filed for this new definition of Harassment, because of Bill 168. D. Gamble
there isn't a different way to label harassment; this law was already in place; the clarification is not to protect workers but to defer any future liability against employers and the insurance co. eg. wsib/wsiat, by saying, "see we had a policy in place". Notice no mention of "mobbing"?
I am a high school teacher as well, and I am being harassed by my principal. I filed a grievance with my union Oct, 2009, then a complaint with the Human Rights tribunal Nov/2009, but it has been deferred until my grievance is dealt with. I would also like to know where the forms are to file a Bill 168 complaint. A colleague of mine is also being harassed by the same principal, even worse than me.
I am a employee of a government and find that my employer has invoked our anti-harassment policy in what is considered a non-disciplinary process in response an information picket in support of a local union steward.We were on our time, in a public space and on our best behaviour. Our information picket was considered "unwanted" and we were subsequently "investigated". What are Bill 168's limits on our Charter Rights relating to freedom of expression or association? I would appreciate any advice.
What happens when an employer changes the salary grid and lowers a position? For instance, you were a Grade 8 before and now they say your job doesn't quanitify all those points and its now a Grade 5, so there is no way you will get a raise for many years. The job is unique and not commom that can be compared to other ones, but they say have have compared it to similar responsibilities elsewhere. Any recourse? They have now poisoned the work ennvironment as well - this person is being harrassed as the boss doesn't like them and they only have 1.5 yrs. to retirement?
My empolyers terminated my servie in bad faith. They did not have the common courtesy to call me in but rather sent me the termination by email and later by mail.I was off work for 2 years on LTD went back to work for one day and terminated my services with no just cause. Bill 168 is a haven for employees who are constantly being harassed by the employers.
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