Workplace Bullying and Bill 168

In: Social Issues

Submitted By anthd90
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HRM855 – The legal Environment | Bullying in the Workplace | The law, its implications, and the future | For: Bob Thompson | By: Anthony DeRose
Mike MortonPerna CaputoSaralyn ManzanoTara Knight | 3/24/2015 |


Bullying in the workplace is a serious issue and more prevalent than ever. The University of Windsor’s Odette School of Business in 2011 found 40% of Canadians experience one or more acts of workplace bullying a week. The Canadian Safety Council reports that 75% of victims quit (CBC News). Not only does workplace bullying have serious negative consequences for an individual’s career, it can have a devastating impact on mental and physical health. The damages associated with bullying are exemplified in the following.

The legislation in Canada that protects workers from bullying is in its infancy. It does not use the term bullying at any point. Victims of bullying can receive remediation through the common law and statutes. However, as Human Resources Professionals it is our legislated duty to provide safe workplaces for the employees we manage. Additionally, our responsibility is to mitigate the costs of litigation posed by bullying. Proactive HR policies that emphasize education and open communication, combined with legislation that deters this negative pattern of behaviour will help to minimize this risk and associated expenses.
What is workplace bullying?
According to the Canadian Centre for Occupational Health and Safety (CCOHS) workplace bullying involves a pattern of negative conduct intended to intimidate, offend, degrade, or humiliate a certain person or group. Bullying can involve negative physical contact but in the workplace it usually surfaces as acts or comments that can mentally hurt and/or isolate its target(s).” It is not a coincidence that most cases of workplace…...

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