HR Proactive Inc.
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1 (888) 552-1155
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 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:
In addition, Bill 132, Prevent Sexual Harassment in the Workplace, outlines new employer responsibilities to make sure that:
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.
Book a no obligation demonstration.
1 (888) 552-1155
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.
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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558 UPPER GAGE AVENUE, UNIT 2, BOX 217
HAMILTON, ONTARIO L8V 4J6