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Bill 132- Prevent Sexual Harassment & Violence

Create And Maintain A Respectful Workplace

DEMO: Bill 132 Video Training Program

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This course has been written by subject-matter specialists for employees
to participate in training that will help them better recognize, respond to,
and protect themselves against sexual violence and harassment.

Topics covered in our Bill 132 –
Sexual Violence & Harassment Training include:

  • Responsibilities and Liabilities for Sexual Violence & Harassment
  • Definition of Sexual Harassment
  • Clear vs. Unclear Behaviour
  • Victims of Sexual Harassment
  • Types of Sexual Harassment
  • How Sexual Harassment can turn to Violence
  • Definition of Violence
  • Poisoned Work Environment
  • Gender/Pregnancy
  • Behaviour Based on Stereotypes
  • Examples of Sexual Harassment or Inappropriate Gender-Related Comments or Conduct
  • Where to Draw the Line?
  • What to Do if you Believe you are Being Sexually Harassed?
  • #MeToo Movement
  • Bystander Intervention
  • Warning Signs

When you complete this training, you should be able to:

Training

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HR Proactive Inc. offers several options
to train your workers quickly, easily
and cost-effectively.

Hosted LMS

Your own branded
Training Portal

MP4 Download

Master License to upload to your LMS

Streaming Service

Streaming Service Portal with offline options

Virtual
Training

For 5-100+ Participants. Virtual Custom Meetings

DVD Video

DVD video for presentation at your company workshop

SCORM Package

SCORM Package to upload to your LMS

HR Proactive Inc.
is here to assist you with your company's training needs.

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1 (888) 552-1155

What is Ontario’s Bill 132?

The Ontario government passed Bill 132, the Sexual Violence and Harassment Action Plan Act, which amends, among other statutes, the Occupational Health and Safety Act (OHSA). It follows the recent changes to OHSA brought in by Bill 168, which set out how harassment is to be dealt with as a health and safety issue in the workplace.

Bill 132 amend the OHSA to expand the meaning of workplace harassment to include workplace sexual harassment.

The definition of sexual harassment in Bill 132 mirrors that of the Ontario Human Rights Code:

“Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.”

The OHSA re-affirms that reasonable actions taken by an employer or supervisor to manage and direct workers or the workplace do not constitute workplace sexual harassment.

Section 32.06(2) of the OHSA, which addresses the employers requirement to implement a workplace harassment policy, has been broadened to incorporate an obligation to:

  • include measures and procedures for workers to report workplace sexual harassment to a person other than the employer or supervisor if the employer or supervisor is the alleged harasser;
  • set out how information obtained during an investigation, including identifying information about any individuals involved, will not be disclosed unless necessary for the purpose of investigating or taking corrective action or otherwise as required by law;
  • set out how a worker who has allegedly experienced workplace sexual harassment and the alleged harasser, if a worker of the employer, will be informed in writing of the results of the investigation and any action taken or to be taken as a result of the investigation.

In addition, Bill 132, Prevent Sexual Harassment in the Workplace, outlines new employer responsibilities to make sure that:

  • an investigation, appropriate in the circumstances, is conducted into incidents and complaints of workplace harassment;
  • a worker who alleges workplace harassment and the alleged harasser, if a worker of the employer, are informed in writing of the results of the investigation and any corrective action taken or to be taken as a result of the investigation.
 

Bill 132 explicitly states that the outcome of a workplace investigation and any report produced for the investigation is not a report that must, pursuant to OHSA Section 25(2), be supplied to a Joint Health & Safety Committee, a worker health and safety representative, or other workers.

Bill 132, Prevent Sexual Harassment in the Workplace, amends the OHSA to empower health and safety inspectors to require an employer to conduct an investigation, at the employer’s expense, by an unbiased party and to obtain, also at the employer’s cost, a report from that unbiased party.

Changes to the Limitations Act under Bill 132 mean that where any of the offending conduct has been engaged in – including where there is a claim for negligence, a breach of fiduciary or other duties and/or vicarious liability – there is no applicable limitation period applicable to a proceeding regardless of the expiry of any previously applicable limitation period or the fact that the proceeding commenced prior to the passing of Bill 132 except if the proceeding was: (1) dismissed by a court and no further appeal is available; or (2) settled by the parties and the settlement is legally binding. Bill 132 took effect on September 8, 2016.

HR Proactive Inc. also offers Workplace Sexual Harassment Investigation Services and One-on-One Remedial Sensitivity Training Sessions
for all employees within your organization. Training can be customized for Employees, Supervisors, Managers, and Board of Directors.
The best defense against Sexual Harassment in the Workplace is to have a Policy and Conduct Training, and take all complaints seriously.

Call 1 (888) 552-1155 to book training or engage our services for an investigation.

Bill 132
Learning Management System

DEMO

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Learning Management
System Features:

The Online Training Centre is a full-service portal to house your company’s Human Resources and Health & Safety training products and documents. Its ease of use is ideal for workers to access your company’s training manuals, employee handbook, health & safety manual, and other policies and procedures in one place. The back-end database has been set up via the video and quizzes to track the progress of your learners. By providing a captivating, interactive environment with dynamic content, online training not only effectively keeps your workers up-to-date but engaged as well.

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HR Proactive Inc.

For more information about our
Prevent Sexual Harassment & Violence
training products and services,
give our subject matter specialists
a call or email us.

HR Proactive Inc.
has been helping businesses create
respectful workplaces since 1997.

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