Workplace Harassment Policy Workshop
Do you understand your obligations under Bill 132?
As of September 2016, Ontario Bill 132, also known as the Sexual Violence and Harassment Action Plan Act, 2016, is in full effect.
The purpose of Bill 132 is to address and eliminate workplace sexual violence and harassment. Employers and employees have certain rights and obligations, and it’s important to know them in order to change your workplace policies accordingly.
Employer Responsibilities under Bill 132
Employers must conduct investigations into complaints of workplace sexual violence and harassment.
Disclosing Results & Consequences of Investigations:
Employers are obligated to inform the complainants and respondents, in writing, of the investigation’s conclusion and any corrective action required. This should be set out in a policy.
Systems for Reporting Workers’ Superiors:
Employers must include procedures for employees to report harassment to someone other than their superior, if their superior is the alleged harasser.
Companies must have a system for keeping confidential all personal information gathered during an investigation. Disclosure is allowed when it is needed for the investigation or when it is required by law.
Workplace Investigation Enforcement:
Ministry of Labour inspectors can order an employer to hire, at the employer’s expense, a third-party investigator to investigate the workplace and produce a report. For this reason, it is important to be proactive and create a compliant policy around workplace sexual harassment.
This workshop will clarify your obligations as an employer, and walk you through the process of creating a compliant policy.
Pre-Registration is Required - please call 905-372-1901 ext. 215
Presented in Partnership with Watton Employment Services Inc.
Click HERE for a shareable poster.