On June 15, 2010, Bill 168, which amended the Occupational Health and Safety Act (OHSA) to deal with workplace violence and harassment, came into force. In 2016, Bill 132 further amended the OHSA to expand the meaning of workplace harassment to include workplace sexual harassment. The law requires every workplace in Ontario with more than five (5) employees to:
Changes to Alberta’s Occupational Health and Safety (OHS) Act and Workers’ Compensation (WCB) System were in effect as of June 1, 2018. Our Prevent Harassment/Bullying & Violence Video Kit provides you with the information required to conduct employee training as it relates to harassment and violence under Alberta’s updated OHS legislation.
The government of British Columbia passed Bill 14 which came into effect July 1, 2012. Bill 14 expanded the definition of violence and requires employers to have formal prevention plans.
Through Bill 14, Workers’ Compensation expanded to include diagnosed mental disorders caused by significant work-related stressors, including bullying and harassment.
The program covers:
One-on-One Sensitivity Training is not meant to be punitive but rather remedial in nature. We like to encourage anti-harassment & anti-bullying awareness. HR Proactive Inc.’s sensitivity training programs are developed in keeping with adult learning principles that will engage the learning experience. Our sensitivity training is customized to meet the specific training needs of your organization and your employee. We work with the employee to develop an action plan to restore workplace relationships, regulate behaviour, and establish boundaries to ensure respectful conduct. Training is conducted remotely using our Online Training Portal allowing the participant to follow along with the live instructor and take part in the training modules.
HR Proactive has been investigating harassment complaints in the workplace since 1997.
HR Proactive’s Human Rights Consultants are frequently retained to conduct workplace investigations in Ontario, as well as the rest of the country, when there is a need for a skilled and experienced neutral third-party to respond and assess a human rights complaint.
Interviews with the Complainant, Respondent and Witnesses are conducted by phone or virtually using platforms such as Zoom or Skype.