Fully updated and concise discussion of leading cases in workplace violence and the various laws that apply to them.
Employers are legally responsible for ensuring that their premises are safe and secure and their employees remain safe from the threat of workplace violence. This means they may be held responsible for the criminal behaviour of employees and other individuals. The costs to employers, both direct and indirect, can be high. The fourth edition of Canadian Labour Reporter Special Report: Violence in the Workplace
is a fully updated and concise discussion of leading cases in workplace violence (including physical and mental harassment) and the various laws that apply to them, including human rights, health and safety, workplace insurance and the Criminal Code of Canada
. This edition will help you identify what constitutes workplace violence, what obligations are created by legislation and the common law and what employers need to do to be proactive and protect their workers and themselves.
New updates for the fourth edition include
- A review and update of the legal and regulatory impact of Bill 168, which amended Ontario's Occupational Health and Safety Act (OHSA) by introducing provisions requiring employers to adopt policies and programs on workplace violence and harassment, to take measures protecting employees from acts of domestic violence in the workplace, and to warn employees where there is a likelihood of them coming into contact with an individual with a history of violence.
- An analysis of some of the recent case law and arbitrations referencing Bill 168, including City of Kingston and CUPE Local 109 (Hudson Grievance) (determining the appropriate penalties for acts of workplace violence), National Steel Car (Faiazza Grievance) (the duty of employers to investigate allegations of violence and harassment in the workplace), Shakur v. Mitchel Plastics (the potential seriousness of even an isolated incident of workplace violence) and General Motors of Canada Limited v. Johnson (the threshold for constructive dismissal due to a highly poisoned work environment).
- New Guidelines Governing Bullying and Harassment, as approved by the Board of Directors of WorkSafeBC, which came into force on November 1, 2013. These Guidelines have the force of law in British Columbia.
- Tips for Preventing and Managing Incidents of Violence or Harassment, as outlined by Work Safe Alberta.