Bill 168
Workplace Violence
and Harassment



Bill 168

On June 15, 2010, Bill 168, which amended the Occupational Health and Safety Act (OHSA) to deal with workplace violence and harassment, came into force.

Now, the law requires every workplace in Ontario with more than 5 employees to
  • develop written policies on dealing with both violence and harassment in the workplace
  • develop programs to implement these policies
  • review those policies at least once a year, and
  • conduct training on these policies
Are you meeting your due diligence under the law?

Have you developed your policies and rolled out the necessary training?


At HR Proactive, we are constantly working to offer our customers high-value products and services that provide solutions for challenges affecting employee productivity, workplace well-being and compliance with legislation.

Download our brochure

Call 1888 552 1155 or
Email sales@hrproactive.com

for a consultation about your workplace risk assessment, policy development, training or investigation needs.

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Bill 168 - Who is responsible for investigating?

The Ministry of Labour website reveals the following statement:

"It is not the role of ministry inspectors to resolve or mediate specific allegations of harassment in the workplace."

  • The ministry will investigate to ensure you have completed a violence risk assessment specific to your workplace.

  • The ministry will investigate to ensure you are communicating with your employees on these issues.

  • The ministry will not, as stated on its website, resolve specific complaints of harassment in the workplace.

  • Investigating specific complaints is the responsibility of the employer.
Investigate Harassment Complaints in the Workplace

HR Proactive human rights consultants are frequently retained to conduct workplace investigations in Ontario, when there is a need for a skilled and experienced neutral third-party to respond and assess a human rights complaint. (Download our brochure on “When to Hire an External Investigator”)

We have conducted workplace audits/investigations dealing with:
  • Hostile work environment
  • Bullying or personal harassment
  • Sexual misconduct and harassment
  • Policy breaches
  • Racial harassment, disability issues and systemic discrimination
  • Allegations of inappropriate employee/management behaviour
(Download our brochure on “What to Expect in an Investigation”)

At the conclusion of our investigations, we provide our clients with a comprehensive and detailed written report, which includes our findings of fact, and whether or not on the balance of probabilities the company policy has been breached and recommendations if requested.

HR Proactive also provides remedial or corrective individualized training which may be required as a result of an internal issue, situation or harassment investigation. Ask us about our customized One-to-One Sensitivity training programs.

(Download our brochure Sample Agenda - One-To-One Sensitivity Training)
Bill 168 - Workplace Violence and Harassment Program, Training, Products, Services, Consultation and Investigation
Our other websites: AODA Compliance | Prevent Sexual Harassment | HR Proactive | AODA | Harassment in the Workplace
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