tag:blogger.com,1999:blog-73025166662026559962023-11-15T07:01:44.136-08:00Carvery Law FirmSumitha Carveryhttp://www.blogger.com/profile/02251882967142195499noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-7302516666202655996.post-24720748039464112232013-02-05T08:54:00.000-08:002013-02-05T08:58:46.274-08:00National Standard on Psychological Health and Safety in the Workplace<span style="font-family: Calibri;"></span><br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">February 5, 2013</span></b><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">The Canadian Standards
Association (“CSA”) is a non-profit organization that works in Canada and
around the world to <span style="mso-bidi-font-weight: bold;">develop standards</span>
that address real needs, including but not limited to enhancing public safety
and health.<o:p></o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">Recently, the CSA, the Bureau de
normalisation du Québec and the Mental Health Commission of Canada (“MHCC”)
released a national standard on psychological health and safety in the
workplace (“Standard”).<span style="mso-spacerun: yes;"> </span>The Standard is
designed to assist organizations and their employees improve psychological
health and safety.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">There have been considerable
efforts in recent years to bring awareness to mental health issues in the
workplace:<span style="mso-spacerun: yes;"> </span>Most notably, anti-bullying
legislation found in <i style="mso-bidi-font-style: normal;">Ontario’s
Occupational Health Safety Act</i> pursuant to Bill 168 and similar legislative
amendments in British Columbia and Manitoba and, of course, human rights
legislation.<span style="mso-spacerun: yes;"> </span>Despite these efforts, an
employer’s legal obligations with respect to psychological health and safety
are still only partially addressed.<span style="mso-spacerun: yes;"> </span>The
new Standard provides a framework and step-by-step implementation to ensure psychologically
healthy work environments.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">According to MHCC President and
CEO Louise Bradley, <o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt 36pt; text-align: justify;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">"One in five Canadians experience a
mental health problem or mental illness in any given year and many of the most
at risk individuals are in their early working years. Canadians spend more
waking hours at work than anywhere else. <span style="mso-spacerun: yes;"> </span>It's time to start thinking about mental
well-being in the same way as we consider physical well-being, and the Standard
offers the framework needed to help make this happen in the workplace".<o:p></o:p></span></i></div>
<span style="font-family: Arial, Helvetica, sans-serif;">The Standard’s framework allows
organizations to develop and sustain a psychologically healthy and safe work
environment in the following manner: <o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<ul style="margin-top: 0cm;" type="disc"><span style="font-family: Arial, Helvetica, sans-serif;">
</span>
<li class="MsoNormal" style="margin: 0cm 0cm 10pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The identification of psychological hazards in the
workplace;<o:p></o:p></span></li>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span>
<li class="MsoNormal" style="margin: 0cm 0cm 10pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The assessment and control of the risks in the
workplace associated with hazards that cannot be eliminated (e.g.
stressors due to organizational change or reasonable job demands);<o:p></o:p></span></li>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span>
<li class="MsoNormal" style="margin: 0cm 0cm 10pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The implementation of practices that support and
promote psychological health and safety in the workplace;<o:p></o:p></span></li>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span>
<li class="MsoNormal" style="margin: 0cm 0cm 10pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The growth of a culture that promotes psychological
health and safety in the workplace;<o:p></o:p></span></li>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span>
<li class="MsoNormal" style="margin: 0cm 0cm 10pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The implementation of measurement and review
systems to ensure sustainability.<o:p></o:p></span></li>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span></ul>
<span style="font-family: Arial, Helvetica, sans-serif;">Some of the key steps in
implementing a psychologically safe and healthy workplace include, planning,
implementation and evaluation and corrective action.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">Although there is no legal
requirement to abide by this Standard, there are a number of reasons why employers
should do so. First, volunteering compliance could avoid unwanted human rights
complaints and occupational health and safety concerns.<span style="mso-spacerun: yes;"> </span>Second, the Standard promotes a business’s
bottom line: employees who are happy and healthy at work will perform better,
remain an asset to an organization and minimize employee turnover.<o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">For more information about the
Standard contact the Carvery Law Firm.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<o:p><strong><span style="font-family: Arial, Helvetica, sans-serif;">By Sumitha Carvery BA(Honours) JD</span></strong></o:p></div>
<b><span style="font-family: Arial, Helvetica, sans-serif;"></span></b><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Carvery Law Professional Corporation</b><o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">829A Oxford Street | Toronto ON M8Z 0B3<o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">(T) </span><a href="tel:416.259.3244" target="_blank"><span style="font-family: Arial, Helvetica, sans-serif;">416.259.3244</span></a><o:p></o:p><br />
<span style="font-family: Arial, Helvetica, sans-serif;">(M) 647.444.3244<o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">(F) 416.255.7140<o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt; text-align: justify;">
<a href="http://www.carverylaw.com/" target="_blank"><span style="font-family: Arial, Helvetica, sans-serif;">www.carverylaw.com</span></a><o:p></o:p></div>
Sumitha Carveryhttp://www.blogger.com/profile/02251882967142195499noreply@blogger.com0tag:blogger.com,1999:blog-7302516666202655996.post-34573657953498908182012-11-23T10:50:00.002-08:002012-11-24T08:03:27.853-08:00What's "Love" Got To Do With It?<span style="font-family: Courier New; font-size: x-small;"><span style="font-family: Times New Roman; font-size: small;"></span></span><br />
<span style="font-family: Courier New; font-size: x-small;"></span><br />
<span style="font-family: Courier New; font-size: x-small;"><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Whether it be a tool to escalate the
career ladder, a romantic liaison, an extra-marital affair, or a serious and
genuine relationship, office romances are a veritable minefield of potential
disasters for employers.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">The old adage, “prevention is better
than a cure”, is entirely inapplicable to office dalliances. In fact, any
attempt to prevent romance in the workplace would ignite flames, rather than
smother them, in an otherwise sterile environment. Since any attempt to
prohibit office romance is an exercise in futility, employers should make every
effort, instead, to regulate it.<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Employers bear the burden of
governing their employees’ conduct to ensure a harassment free environment. In
an era where there is no apparent separation between “work” and “lifestyle”,
especially for successful professionals, this is no simple task.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">To avoid embarrassing harassment
claims, employers can implement policies outlining a code of conduct and
sanctions for breaching this policy.<span style="mso-spacerun: yes;">
</span>Demonstrating a no-tolerance approach to harassment through disciplinary
sanctions ranging from suspension without pay, up to and including termination,
is an effective deterrent. <o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Including a fair and confidential
mechanism for employees to report harassment in the workplace, without feeling
unsafe, followed by a thorough investigation into the complaint is fundamental
to this process.<span style="mso-spacerun: yes;"> </span></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Many employers may wonder what
constitutes harassment in the workplace, when it comes to intimate
relationships between consenting adults who work together? Canadian courts have
addressed this issue and in light of the obvious power disparity between
Executives and their subordinates, or supervisors and those that report to
them, “consent” is nebulous. For this reason, courts are increasingly
intolerant of Executives and/or supervisors who engage in romantic trysts with
their subordinates and even more intolerant of the companies that condones this
practice.<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt; text-align: justify;">
<span lang="EN-US"><span style="font-size: small;">Employers need a mechanism to govern
employee relationships in order to protect the company’s interests. Company
interests include ensuring productivity and avoiding conflicts of
interest.<span style="mso-spacerun: yes;"> </span>As sparks fly between cubicle
mates, employees become inattentive to their work, focusing more on their
romantic liaison.<span style="mso-spacerun: yes;"> </span>Or worse, become
disruptive when relationships go awry, as they often do.<span style="mso-spacerun: yes;"> </span>Employers should implement and distribute a
policy regulating office romance, mandating that office romances should not
interfere with the working environment or productivity.<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Office romances effect employees who
are not directly involved in the affair.<span style="mso-spacerun: yes;">
</span>The phrase, “Nobody likes a happy couple” has never been more true than
in the employment context.<span style="mso-spacerun: yes;"> </span>Office
romances can elicit paranoia and jealousy from coworkers who are quick to
allege nepotism.<span style="mso-spacerun: yes;"> </span>Employers have a duty
to investigate these allegations as such conduct constitutes a form of
harassment.<span style="mso-spacerun: yes;"> </span>By conducting a thorough
investigation and implementing corrective measures, employers can avoid a
publicized harassment claim.<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span>
<br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt;">
<span lang="EN-US"><span style="font-size: small;">Employers should do the following:<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt 54pt; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18pt;">
<span style="font-size: small;"><span lang="EN-US"><span style="mso-list: Ignore;">1.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span lang="EN-US">Devise a comprehensive policy
regulating office romances in conjunction with a harassment policy and ensure
that all employees are made aware of the policy;<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span>
<br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt 54pt; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18pt;">
<span style="font-size: small;"><span lang="EN-US"><span style="mso-list: Ignore;">2.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span lang="EN-US">Ensure the policy is clear that
intimate relationships between employees should not affect the working
environment or productivity;<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span>
<br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt 54pt; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18pt;">
<span style="font-size: small;"><span lang="EN-US"><span style="mso-list: Ignore;">3.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span lang="EN-US">Prohibit intimate relationships
between those employees in a supervisory role and those who report directly to
them.<span style="mso-spacerun: yes;"> </span>Implement sanctions up to and
including termination for those employees who breach this provision;<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span>
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt 54pt; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18pt;">
<span style="font-size: small;"><span lang="EN-US"><span style="mso-list: Ignore;">4.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span lang="EN-US">Mandate that all office
romances should be disclosed to Human Resources; and<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span>
<br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt 54pt; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18pt;">
<span style="font-size: small;"><span lang="EN-US"><span style="mso-list: Ignore;">5.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span lang="EN-US">Investigate all claims of
harassment and enforce sanctions for breach of the policy.<o:p></o:p></span></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><br />
</span><div class="PreformattedText" style="margin: 0cm 0cm 0pt; text-align: justify;">
<span lang="EN-US"><span style="font-size: small; mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<span style="font-size: small;">
<span style="font-family: Times New Roman;">
</span><span style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;"><strong><em>For more information about this article or any employment law matter, please contact the Carvery Law Firm.</em></strong></span></span><br />
<span style="font-size: small;"><span style="font-family: Times New Roman;"></span></span><br />
<span style="font-size: small;"><span style="font-family: Times New Roman;"><a href="mailto:scarvery@carverylaw.com">scarvery@carverylaw.com</a></span></span><br />
<span style="font-size: small;"><span style="font-family: Times New Roman;">416.259.3244 (T)</span></span><br />
<span style="font-size: small;"><span style="font-family: Times New Roman;"><a href="http://www.carverylaw.com/">www.carverylaw.com</a></span></span><br />
<span style="font-size: small;"><span style="font-family: Times New Roman;"></span> </span><br />
<span style="font-size: small;"><br />
</span><br />
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<span lang="EN-US"><span style="font-size: small; mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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</span></span></span><br />Sumitha Carveryhttp://www.blogger.com/profile/02251882967142195499noreply@blogger.com0tag:blogger.com,1999:blog-7302516666202655996.post-22483757591702080562012-11-16T10:06:00.004-08:002012-11-16T10:16:02.417-08:00Amendments to the Ontario Human Rights Code<div style="text-align: justify;">
On June 15, 2012, the Ontario Human Rights Code celebrated its 50th anniversary. On the eve of its Golden Jubilee, the Ontario Human Rights Code expanded the scope of its protection by enshrining “gender identity” and “gender expression” as a protected ground of discrimination.</div>
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<div style="text-align: justify;">
What does this mean for employers? This significant amendment expands the scope of an employer’s obligation to ensure a harassment free environment. As a preliminary matter, employers should ensure they have workplace policies in place that capture the scope of this new protected ground of discrimination. Additionally, employers should be proactive and consider educating employees on issues relating to gender identity and gender expression. This includes, but is not limited to what it means to be “intersex”, “transsexual”, or “transgender”. More importantly, employers should take this opportunity to communicate clear expectations regarding appropriate conduct in the workplace. </div>
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How employers shall exercise their duty to accommodate gender identity and/or gender expression remains to be seen. Some issues could include but not be limited to the use of, or membership in gender designated facilities and/or social groups. </div>
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Ontario is the first jurisdiction in North America to afford protection to gender expression and gender identity in human rights legislation. No doubt, this amendment has the potential to transform most w<a href="https://www.blogger.com/"></a><span id="goog_1556440031"></span><span id="goog_1556440032"></span>orkplace cultures. </div>
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<span style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;"><em><strong>*Please contact the Carvery Law Firm should you have any questions regarding the above.</strong></em></span></div>
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<a href="http://www.carverylaw.com/">www.carverylaw.com</a><br />
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Sumitha Carveryhttp://www.blogger.com/profile/02251882967142195499noreply@blogger.com0