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Feedback welcomed on proposed regulatory framework for harassment legislation

Online consultation open until Oct. 5; roundtables also being held
| hrreporter.com
Employment law, sexual harassment
The federal government is welcoming input from Canadians when it comes to the proposed regulatory framework around upcoming harassment and violence legislation in federally regulated workplaces. REUTERS/Chris Wattie

The federal government is welcoming input from Canadians when it comes to the proposed regulatory framework around upcoming harassment and violence legislation in federally regulated workplaces.

The proposed regulations will outline the essential elements of a workplace harassment and violence prevention policy, as well as the procedures that will be required to be in place to respond to incidents of harassment and violence if and when they do occur, including:

  • timeframes
  • confidentiality
  • third-party incidents
  • the qualifications of a competent person to investigate and provide recommendations
  • employer obligations to implement corrective measures in response to the investigation report of a competent person
  • the role of the workplace committee
  • support to be provided to employees who have experienced workplace harassment and violence.

The online consultation will be open until Oct. 5. The government is also consulting with representatives from key sectors and groups through a series of roundtables.

Bill C-65, an Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, is currently before parliament and will require employers to:

  • prevent incidents of harassment and violence
  • respond effectively to these incidents if and when they do occur
  • support victims and affected employees.

Bill C-65 defines harassment and violence as any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment, said the government.

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