Workplace Violence And Harassment Essay
Canadian Occupational Health & Safety
HRESHRM15
Assignment 3
Workplace Violence and Harassment
Case 1: Harassment or Not?
Vic Waggar isn’t wrong to question whether or not one of his employees are being harassed by his co-workers; the information provided was brief and lacked detail, but; nonetheless, shows the signs of early-stage workplace harassment. If Vic was to pay due diligence on behalf of, both, the company and his employee, he would need to make sure that the following actions were paid close attention.
Vic’s loading-dock employee complained that his fellow coworkers were picking on him, making jokes at his expense, and would continuously talk-over and disregard suggestions that he would often make. …show more content…
Even though the Ontario Health & Safety Act doesn’t require employers to assess the risk of workplace harassment, he should act in full compliance with the company’s policy in efforts to resolve an issue that could escalate quickly and create inner turmoil, decrease productivity, increase company litigation costs and produce …show more content…
In most situations, a witness can be great leverage in order to help management make decision and enforce suitable action. There are; however, times when management isn’t able to locate any witnesses, and must make decisions based on the testimonies provided, solely, by the recipient(s) and the accused member(s). There’s also the option for long-standing companies to look upon similar past cases to help make decision and help prevent discrimination, in terms of the actions taken against employees. If any one employee, with considerable implications in the matter, feels that management isn’t conducting the investigation in fairness or without the consideration of the Ontario Health & Safety Act, the employee then has the option to contact the Ministry of Labour to place an official complaint against the
HRESHRM15
Assignment 3
Workplace Violence and Harassment
Case 1: Harassment or Not?
Vic Waggar isn’t wrong to question whether or not one of his employees are being harassed by his co-workers; the information provided was brief and lacked detail, but; nonetheless, shows the signs of early-stage workplace harassment. If Vic was to pay due diligence on behalf of, both, the company and his employee, he would need to make sure that the following actions were paid close attention.
Vic’s loading-dock employee complained that his fellow coworkers were picking on him, making jokes at his expense, and would continuously talk-over and disregard suggestions that he would often make. …show more content…
Even though the Ontario Health & Safety Act doesn’t require employers to assess the risk of workplace harassment, he should act in full compliance with the company’s policy in efforts to resolve an issue that could escalate quickly and create inner turmoil, decrease productivity, increase company litigation costs and produce …show more content…
In most situations, a witness can be great leverage in order to help management make decision and enforce suitable action. There are; however, times when management isn’t able to locate any witnesses, and must make decisions based on the testimonies provided, solely, by the recipient(s) and the accused member(s). There’s also the option for long-standing companies to look upon similar past cases to help make decision and help prevent discrimination, in terms of the actions taken against employees. If any one employee, with considerable implications in the matter, feels that management isn’t conducting the investigation in fairness or without the consideration of the Ontario Health & Safety Act, the employee then has the option to contact the Ministry of Labour to place an official complaint against the