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* This helps to secure a work environment in which all employees feel safe and can thrive to their greatest potential!

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* Preventative measures must be in place and companies should take park in effective workplace harassment training, policy development and implementation.

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* Workplace harassment takes a toll on the mental, emotional. and physical wellbeing of the individual, but it also undermines productivity.

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* Action must be taken immediately and all protocols as per company policy must be followed in order to ensure the case is dealt with thoroughly and effectively.

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* It can be very challenging and hard to deal with employee complaints of harassment or violence.

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~ It is the job of human resources professionals to work alongside management to take preventive measures by ensuring that all employees know how to protect themselves from the business and employee harassment and discrimination (Kerridge, 2018).

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~ The human resources field has it's responsibility to educate employees on the laws and regulations during their employment (Kerridge, 2018).

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~ It's important to note that a hostile environment in which bullying and harassment is normalized and not health with "Can cause not only absenteeism and lost productivity, but also depression, sleeplessness, increased risk of cardiovascular disease and PTSD" (Gleason, 2017).

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~ Human resources can successfully regulate the work environment and promote safety, employees will be much more effective as they will feel more valued.

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~ Workplace harassment is an extremely important topic to the human resource field due to the fact that this field ensures that a workplace is safe and free of bullying and sexual harassment.

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+ Employers are required to have:
- Acceptable procedures, tools, training.
- Communication techniques.

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Submitted To: Anne Hardacre

Due on: Saturday, December 6, 2019

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+ Under this bill, OHSA in a clear and detailed manner establishes protections for employees in order to ensure safety in the workplace.

- It covers penalties for all employers in the province of Ontario that fail to meet the standards and duties to protect their workers. (Stikeman, 2009).

- This includes but is not limited to, employers developing programs to implement safety policies against violence and harassment, and to assess the risk of workplace violence.

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+ It received its first reading in the Ontario legislature on April 20, 2009 (Stikeman, 2009).

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+ Bill 168 is an act to amend the Occupational Health and Safety. Act (OHSA) with respect to violence and harassment in the workplace.

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+ In December 2009, Bill 168, the Occupational Health and Safety Act was enacted (CIBC, 2010).

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+ In 2008, the Dupont family paired up with the Vince family and lobbied members of provincial parliament.

+ They obtain thousands of signatures on petitions and held conferences, rallies, to emphasize the importance of taking action against workplace violence. (CBC, 2010).

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* Prior to this incident, Lori had made complaints about harassment to the hospital her 40 times this year alone and No actions were taken to intervene.

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+ In 2005, nurse Lori Dupont was stabbed in the chest at work by an ex-boyfriend.

* Her ex-boyfriend was a physical in the same hospital.

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* At the of 56, she decided early retirement was her only solution.

* One month before her retirement, Davis walked into Sears and shot Theresa, and then turned the gun towards himself. (Libby, 2010).

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+ She had filed numerous complaints about sexual harassment against Davis.

* 18 months prior, she was given the choices of either speaking to him directly or allowing a supervisor to speak to him. She attempted to speak to him about the issue, and matters got worse.

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+ In early June of 1996, Theresa Vince was brutally murdered by her manager, Russel Davis.

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+ Workplace harassment has recently gained interest with business practictioners and researchers as it may be one of the most complex and sensitive issues of effective workplace management.

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+ Ontario Health & Safety Act (OHSA) broadly defines it as "Engaging in a course of vexatious comment of conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome" (Ontario, 2017)

- This definition included psychological harassment, personal harassment as well as any harassment prohibited by the Ontario Human Rights Code.

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+ This study concluded that oral 19% of when and 13% of men said to have experienced workplace harassment in the past year alone.

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+ The focus of this study was harassment in the workplace.

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+ 2018 Statistics Canada conducted a study based on a target population from the ages of 15 - 64 years old.

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- AADIL RAWASH
- DENISE SMITH
- LAURA PERALTA
- NEHA SHARMA