• Varying definitions, interpretations and understanding of the challenge
• Human Rights law: A Cross-Canada perspective
• The growing importance of OHS legislation & regulations
• Privacy expectations and “laws” and respect in the workplace
• Don’t forget the Criminal Code in your compliance program
• New Federal Harassment & Violence Prevention Regulation
• Internal versus external investigators – cost considerations
• Legal requirement for a workplace H&V hazard assessment
• New mandatory elements of an employer’s H&V policy and training
• Intake of complaints and protection of privacy & dignity
• New requirements for investigators and investigations
• Resolution options, preserving evidence and litigation
• Changing union approach to negotiating settlements
• Providing support to employees affected by harassment and violence

• The evolving definition of workplace violence
• The relationship between mental health and workplace violence
• Investigating potential threats
• The importance of employee “Perceived Personal Control”
• Determining when a comprehensive threat assessment is required
• Accommodating employees who have threatened violence

• Definition of cyberbullying
• The evolving legal landscape
• Caselaw and employer liability
• Protecting employees from and responding to cyber bullying
• Prevalence of workplace cyber bullying
• Relevant statutes and regs
• Employer liability
• How employers defend
• Required policies
• Enforcement of policies

Empower employees to be the first line of defence against harassment, bullying and violence in the workplace. How we respond to these situations sets the tone for what we will tolerate and deem as acceptable behaviour.

• The ‘Who’
  • Definition of a Bystander
  • Definition of Bystander Intervention
• Stigma Hesitation
  • Reasons People Don’t Act
• The ‘Bystander Effect’
  • Definition of the Bystander Effect
  • Three Factors Influencing the Bystander Effect
• The Five ‘Ds’ of Bystander Intervention
• Harassment in the Workplace and Bystander Intervention

• Overview of professional responsibility to identify and respond to violence risk
• Definition of violence, violence risk assessment and violence risk management
• Examination of the challenge of parallel investigations triggered when violence occurs
• Discussion of four key principles for navigating the challenge of parallel investigations
• Suggested response and hierarchy for responding to violent incidents

Diversity and Equity are now a major focus for all organizations.  Employees are now using legal remedies to address racism, discrimination, and harassment.  Companies are now subject to human rights claims, class actions, or the use of social media to damage the reputation of a corporate brand, sometimes beyond repair.  This presentation includes:

• Reviewing your  organizational policies, practices and procedures to see if they create situations in your organization that might be considered discriminatory, harassing or bullying before they create legal damage
• Helping corporations identify diversity policies, practices  or initiatives  that might be considered as discriminatory, harassing or bullying
• Can or should  microaggressions be considered harassment, bullying or discrimination?