workplace harassment lawyer handle bullying claims by coworkers
When a coworker harasses an employee at work, it can create an intimidating and offensive atmosphere in the office. Many people may feel powerless to stop this type of bullying behavior, but there are ways that employees can get help and take legal action.
The Ontario Human Rights Act and the Civil Rights Act make workplace harassment lawyer illegal, and it can also be a breach of an employer’s occupational health and safety (OHS) duty. This means that companies must have a clear policy against workplace harassment and promptly investigate any reported incidents of harassment or bullying. The Ministry of Labour, Immigration, Training and Skills Development also has a set of rules about how employers should manage their employees. For example, managers should not engage in abusive behaviour that crosses into the territory of harassment or bullying.
Harassment can come in the form of name-calling, teasing, physical contact or verbal abuse. It can even be more subtle, such as a coworker making negative comments about one’s appearance, race, ethnicity, religion, sexual orientation, age or gender identity. In order to have a valid harassment claim, the offending actions must be connected to one of these protected classes.
How does a workplace harassment lawyer handle bullying claims by coworkers?
This is a broad category that covers a lot of things, and it can be difficult to prove if the offending conduct does not fit in one of the categories. However, a coworker can be held liable for harassment that does not fit into one of these categories, such as when they simply engage in bullying because they are a jerk and do not like you.
A worker can report workplace harassment Ontario or bullying to a supervisor or other designated person at the company and ask for a formal investigation by the employer’s human resources department. It is important to document all of the incidents of the unwanted and distressing behaviour, as well as how it affected the individual in both emotional and professional terms. Keeping a thorough log of incidents can also prove useful in the event that a legal action must be taken against an employer for failing to investigate or respond appropriately.
In some cases, the best way to handle a workplace harassment situation is to calmly talk with the coworker in question and explain how their behaviour is offensive. It is a good idea to keep records of these conversations, including the date and time when they took place. Often, this will resolve the issue without further escalation or reprisal.
However, if the situation does not improve, or the victim feels unsafe at work, it is important to file a formal complaint with human resources or with the Ministry of Labour, Immigration, Training and Skills Diversity. A complaint will allow the individual to get an impartial investigation and possible disciplinary action against the offending party. It will also protect them from any retaliatory actions by the employer, such as firing, demotion or reassignment.
