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Prevent Sexual Violence and Harassment

Bill 132

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TRAINING YOUR WAY

HR Proactive Inc. offers a range of convenient and cost-effective training options including:.

  • in person (individual or classroom)
  • live virtual sessions
  • online on-demand

Courses can be hosted on our Learning Management System (LMS) or SCORM-compliant training files can be uploaded directly to your existing LMS.

HR PRO Hosted LMS
SCORM Files

Course Topics Include:

  • Responsibility and Liability
  • Defining Sexual Harassment
  • Clear vs. Unclear Behaviour
  • Types of Sexual Harassment
  • Poisoned Work Environment
  • Bystander Intervention
  • Defining Violence
  • Gender/Pregnancy
  • Sexual Harassment and Inappropriate Conduct
  • Where to Draw the Line
  • What to Do If You Are Being Sexually Harassed
  • #MeToo Movement
  • How Sexual Harassment Can Escalate to Violence

One-on-One
Sensitivity Training

We offer customized restoration and remedial programs designed for employees, supervisors, managers, and directors to help support respectful and productive workplaces. Our programs are conducted in real-time through our online interactive training platform accessible via Teams.

Sessions cover key areas such as workplace dynamics, communication, cultural competency, conflict resolution, and emotional intelligence.
Participants will also learn practical strategies for managing difficult conversations, resolving misunderstandings, and preventing harmful behaviours from escalating.

Our Training.

Your LMS.
We offer courses from our COURSE CATALOGUE in SCORM file format for easy upload to your HRIS/LMS.

Each training file can be customized with your organization’s branding and internal policies, and includes features like built-in quizzes that evaluate learner progress, detailed reporting, and recordkeeping functions to track and document compliance.

TRAINING YOUR WAY

HR Proactive Inc. offers a range of convenient and cost-effective training options including:.

  • in person (individual or classroom)
  • live virtual sessions
  • online on-demand

Courses can be hosted on our Learning Management System (LMS) or SCORM-compliant training files can be uploaded directly to your existing LMS.

HR PRO Hosted LMS
SCORM Files

By the end of this course, participants will have:

  • Learned about workplace violence and sexual harassment legislation.
  • Discussed behaviours that constitute sexual harassment.
  • Identified different types of sexual harassment.
  • Explored the differences between welcome and unwelcome behaviour.
  • Reviewed the steps to filing a complaint for sexual harassment in the workplace.

One-on-One
Sensitivity Training

We offer customized restoration and remedial programs designed for employees, supervisors, managers, and directors to help support respectful and productive workplaces. Our sensitivity training programs are conducted in real-time through our online interactive training platform accessible via Teams.

Learn More

What is Ontario's Bill 132?

Ontario’s Bill 132, the Sexual Violence and Harassment Action Plan Act, amends various statutes, including the Occupational Health and Safety Act (OHSA). Building on the changes introduced by Bill 168, which addressed workplace harassment as a health and safety issue, Bill 132 expands the definition of workplace harassment to include sexual harassment.
The definition of sexual harassment under Bill 132 aligns with the Ontario Human Rights Code and includes:
  • Vexatious comments or conduct based on sex, sexual orientation, gender identity, or gender expression that is unwelcome.
  • Sexual solicitations or advances by someone in a position to grant benefits or promotions, where the actions are unwelcome.
    • Bill 132 clarifies that reasonable actions taken by employers or supervisors to manage or direct workers do not constitute sexual harassment.
    Section 32.06(2) of the OHSA now requires employers to:
  • Provide procedures for workers to report sexual harassment by someone in authority.
  • Ensure that any investigative information is disclosed only as necessary for the investigation or required by law.
  • Inform both the complainant and alleged harasser of the investigation results and any actions taken.
    • Additionally, Bill 132 mandates employers to:
    • Conduct appropriate investigations into workplace harassment incidents.
    • Notify both the complainant and alleged harasser in writing about investigation results and corrective actions.
    The bill also ensures that investigation reports are not required to be shared with a Joint Health & Safety Committee or other workers. Health and safety inspectors now have the power to require employers to conduct investigations at their own expense, using an unbiased third party and providing a report. Changes to the Limitations Act under Bill 132 remove any time limits for proceedings related to offending conduct, even if the limitation period has expired, except under specific circumstances.

    HR Proactive Inc. offers Workplace Sexual Harassment Investigation Services and One-on-One Remedial Sensitivity Training for all employees in your organization. Training can be customized for employees, supervisors, managers, and board members. The best defense against workplace sexual harassment is to implement a policy, conduct regular training, and take all complaints seriously.

    Visit www.respectintheworkplacetraining.ca for Canada’s top choice for online harassment and violence training.

    Ask us about Bystander Intervention Training.

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