ถัดไปเครดิต ฟรี 500 ถอน ได้_เล่นสลอตให้ได้ฟรีเกม_แจกเครดิตฟรี ล่าสุด https://www.google.com//352/bullying Stop workplace violence en Grace ¨¤ l¡¯AFPC, les victimes d¡¯agression sexuelle au travail seront indemnis¨¦es https://www.google.com//352/node/7146 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>La semaine derni¨¨re, l¡¯Alliance de la Fonction publique du Canada (AFPC) a remport¨¦ une importante victoire. En effet, la Cour d¡¯appel f¨¦d¨¦rale a jug¨¦ qu¡¯une de ses membres doit ¨ºtre indemnis¨¦e pour agression et harc¨¨lement sexuels dans son lieu de travail.</p> <p>Dans cette affaire, une agente des services frontaliers faisait l¡¯objet de harc¨¨lement sexuel constant de la part d¡¯un coll¨¨gue depuis mai 2008, jusqu¡¯¨¤ ce que ce dernier l¡¯agresse en ao?t 2009. Bien que l¡¯employeur et la Commission des relations de travail et de l¡¯emploi dans le secteur public f¨¦d¨¦ral reconnaissaient qu¡¯il y avait eu agression et harc¨¨lement sexuels, cette derni¨¨re a tout de m¨ºme refus¨¦ d¡¯indemniser la plaignante pour sa douleur et ses souffrances, malgr¨¦ des preuves manifestes de traumatisme affectif grave.</p> <p>Dans sa d¨¦cision, la Commission a qualifi¨¦ l¡¯agression sexuelle de blague vulgaire et a jug¨¦ que l¡¯agente avait eu une r¨¦action d¨¦mesur¨¦e. Elle a aussi affirm¨¦ qu¡¯une employ¨¦e aussi s?re d¡¯elle aurait d? s¡¯y prendre autrement pour signaler le probl¨¨me et le r¨¦soudre.</p> <p>Grace au courage de la plaignante, l¡¯AFPC a triomph¨¦ ¨¤ la Cour d¡¯appel f¨¦d¨¦rale. Cette derni¨¨re confirme que l¡¯obligation d¡¯indemniser les victimes de violence et de harc¨¨lement sexuels existe bel et bien, que le traumatisme soit d? en tout ou en partie ¨¤ ces actes.</p> <p>??C¡¯est une victoire remarquable pour toutes les victimes d¡¯agression et de harc¨¨lement sexuels au travail. Le message est sans ambigu?t¨¦?: il faut prendre au s¨¦rieux les cons¨¦quences de ces actes et indemniser les victimes en cons¨¦quence??, a d¨¦clar¨¦ Chris Aylward, pr¨¦sident national de l¡¯AFPC.</p> <p>La Cour d¡¯appel a vertement critiqu¨¦ la commission d¡¯avoir rendu une d¨¦cision qui perp¨¦tue les mythes entourant le viol. Selon elle, il n¡¯y a pas de r¨¦action typique ¨¤ l¡¯agression sexuelle et la Commission ne peut pas substituer sa propre notion de la logique aux preuves de douleur et de souffrance.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/border-security">Border security</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item odd"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item even"><a href="/352/victories">Victories</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/20180828_psac_-_members_shoot21881.jpg" width="2560" height="1707" alt="Canadian border crossing" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Tue, 16 Oct 2018 19:55:56 +0000 calugaj 7146 at/352 PSAC victory secures compensation for victims of workplace sexual assault https://www.google.com//352/psac-victory-secures-compensation-victims <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>PSAC secured an important victory this past week when the Federal Court of Appeal ruled that a member should be compensated for the sexual harassment and assault she experienced in her workplace.</p> <p>The case involved a border services officer who had been continually sexually harassed by a co-worker since May 2008, which culminated in a sexual assault on August 2009. While the employer and the Board did not dispute that sexual harassment and assault did occur, the Board nevertheless decided that compensation for pain and suffering was not warranted despite clear evidence of significant emotional trauma</p> <p>In its decision, the Board referred to the sexual assault as a ¡°vulgar prank¡± and considered the reaction of the target of the assault as ¡°extreme¡± and ¡°grossly exaggerated.¡± The Board further maintained that because the victim was a ¡°confident¡± employee she ought to have taken different steps in having the matter reported and resolved.</p> <p>Thanks to the courage of the member who brought this case forward, PSAC successfully appealed the Board¡¯s decision and received the positive ruling last week. The Federal Court of Appeal confirmed that there is an obligation to compensate victims of sexual harassment and violence, and further, that sexual assault survivors can be compensated for harm suffered regardless of whether the sexual assault was the sole cause of the harm.</p> <p>¡°This is such an important victory for any victims of sexual harassment and assault in the workplace. The message is clear: the impact on workers should be taken seriously, and they should be compensated for their suffering,¡± said PSAC National President Chris Aylward.</p> <p>The Court was also very critical of the Board¡¯s original decision for having perpetuated rape myths. The Court affirmed that there is no one typical response by victims to sexual assault, and further that the Board could not substitute its own concept of common sense in place of the actual evidence of pain and suffering.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/border-security">Border security</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item odd"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item even"><a href="/352/victories">Victories</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/20180828_psac_-_members_shoot21881.jpg" width="2560" height="1707" alt="Canadian border crossing" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Tue, 16 Oct 2018 19:48:55 +0000 calugaj 7145 at/352 D¨¦cision historique de la Cour f¨¦d¨¦rale : la violence au travail doit faire l¡¯objet d¡¯enqu¨ºtes rigoureuses https://www.google.com//352/node/4354 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Le 30 novembre 2015, la Cour f¨¦d¨¦rale d¡¯appel a rendu un jugement sans pr¨¦c¨¦dent en d¨¦clarant que les employeurs ne pouvaient arbitrairement d¨¦cider ce qui constitue un acte de violence au travail.</p> <p>??Cette d¨¦cision est historique pour la fonction publique f¨¦d¨¦rale et tous les employ¨¦s r¨¦gis par la r¨¦glementation f¨¦d¨¦rale, souligne Bob Kingston, pr¨¦sident du Syndicat de l¡¯Agriculture. Elle stipule que le harc¨¨lement psychologique au travail peut, avec le temps, constituer une des pires formes de violence au travail.??</p> <p>??Compte tenu des conclusions du r¨¦cent <a href="http://syndicatafpc.ca/sondage-aupres-fonctionnaires-harcelement-impact">Sondage aupr¨¨s des fonctionnaires</a>, selon lesquelles une personne salari¨¦e sur cinq dans la fonction publique a ¨¦t¨¦ victime de harc¨¨lement, cette r¨¦cente d¨¦cision de la Cour d¡¯appel arrive ¨¤ point, ajoute Robyn Benson, pr¨¦sidente nationale de l¡¯AFPC. Les travailleuses et les travailleurs qui d¨¦noncent la violence au travail ont droit d¡¯¨ºtre entendus et respect¨¦s.???</p> <h2>Plainte d¡¯un membre de l¡¯AFPC</h2> <p>La plainte ¨¤ l¡¯origine de ces d¨¦marches a ¨¦t¨¦ d¨¦pos¨¦e par Abel Akon, un inspecteur de l¡¯ACIA de Saskatoon et membre de l¡¯AFPC. Dans sa plainte, M.?Akon d¨¦non?ait le harc¨¨lement et l¡¯humiliation dont il avait ¨¦t¨¦ victime de la part de son superviseur.</p> <p>Apr¨¨s que son employeur a rejet¨¦ sa plainte, M.?Akon a obtenu l¡¯aide de l¡¯AFPC. Ensemble ils ont fait valoir qu¡¯en agissant ainsi l¡¯ACIA avait viol¨¦ une disposition du <em>Code canadien du travail</em>. Le Tribunal de sant¨¦ et s¨¦curit¨¦ au travail Canada a par la suite soutenu la position de l¡¯employeur et c¡¯est ainsi que l¡¯AFPC a port¨¦ l¡¯affaire devant la Cour f¨¦d¨¦rale.</p> <h2>Contr?le judiciaire?: L¡¯AFPC gagne sa cause</h2> <p>L¡¯AFPC a d¨¦pos¨¦ une demande de contr?le judiciaire et, en novembre?2014, la Cour f¨¦d¨¦rale a statu¨¦ que le traitement dont faisait l¡¯objet M.?Akon constituait de la violence au travail.</p> <p>Le juge de la Cour f¨¦d¨¦rale, Michael Manson, a indiqu¨¦ que l¡¯intimidation psychologique peut, avec le temps, ¨ºtre l¡¯une des pires formes de pr¨¦judice qu¡¯on puisse infliger ¨¤ une personne. Il allait ainsi ¨¤ l¡¯encontre de la position du gouvernement qui soutenait que la violence au travail se limite ¨¤ l¡¯usage de la force physique.</p> <h2>Enqu¨ºte impartiale</h2> <p>Dans sa d¨¦cision, la Cour f¨¦d¨¦rale d¡¯appel a soutenu le raisonnement du juge Manson.</p> <p>Autre fait important?: la Cour a d¨¦cr¨¦t¨¦ que les employeurs n¡¯avaient pas la comp¨¦tence pour mener eux-m¨ºmes des enqu¨ºtes de cette nature. Elle a ajout¨¦ qu¡¯une telle pratique ne ferait que tourner en d¨¦rision les m¨¦canismes de r¨¦glementation et annulerait unilat¨¦ralement le droit des employ¨¦s ¨¤ une enqu¨ºte impartiale de leurs plaintes.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/law-enforcement">Law enforcement</a></li><li class="field-item odd"><a href="/352/topics/mental-health">Mental health</a></li><li class="field-item even"><a href="/352/topics/violence">Violence</a></li></ul></section> Sat, 05 Dec 2015 00:07:10 +0000 bedardc 4354 at/352 Federal court rules in PSAC¡¯s favour, affirms workplace violence merits serious investigation https://www.google.com//352/federal-court-rules-psacs-favour-affirms-workplace <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>In a <a href="http://ottawacitizen.com/news/local-news/federal-employers-cant-unilaterally-decide-whether-harassment-constitutes-workplace-violence-court-confirms">groundbreaking decision</a>, the Federal Court of Appeal ruled on November 30 that employers cannot arbitrarily decide what constitutes <a href="/352/topics/bullying">workplace violence</a>.</p> <p>¡°The decision is ground breaking for the federal public service and all federally regulated workers,¡± said Bob Kingston, President of the Agriculture Union. ¡°It establishes that psychological harassment can amount to workplace violence and is one of the worst forms of harm that can be inflicted over time.¡±</p> <p>¡°In the context of the recent <a href="/352/government-employee-survey-shows-harassment-impact">public service employee survey</a> where one in five workers report being harassed in the public service, this decision is very timely,¡± added Robyn Benson, PSAC National President. ¡°Employees alleging workplace violence deserve to have their concerns treated fairly and respectfully.¡±?</p> <h2>PSAC member files complaint</h2> <p>The case involved a workplace violence complaint filed by Abel Akon, a CFIA poultry inspector in Saskatoon and a member of PSAC. The complaint described the harassment and humiliation he suffered from his supervisor.</p> <p>After the employer dismissed the complaint, PSAC supported Akon in asserting that CFIA management had violated a regulation of the Canada Labour Code. The case landed in court after the Occupational Health and Safety Tribunal of Canada endorsed the employer¡¯s position.</p> <h2>PSAC wins judicial review</h2> <p>PSAC filed an application for judicial review. In November 2014, the federal court ruled that the way that Akon was treated did constitute workplace violence.</p> <p>¡°Psychological bullying can be one of the worst forms of harm that can be inflicted on a person over time,¡± wrote Judge Michael Manson. This was in contrast to the government¡¯s position that workplace violence only involves physical force.</p> <h2>Impartial investigation</h2> <p>The Federal Court of Appeal agreed with Justice Manson¡¯s reasoning in its decision this week.</p> <p>It was also significant that the court agreed that employers should not be allowed to conduct their own investigations in to workplace violence, saying this ¡°would make a mockery of the regulatory scheme and effectively nullify the employees¡¯ right to an impartial investigation of their complaints.¡±</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/law-enforcement">Law enforcement</a></li><li class="field-item odd"><a href="/352/topics/mental-health">Mental health</a></li><li class="field-item even"><a href="/352/topics/violence">Violence</a></li></ul></section> Fri, 04 Dec 2015 21:47:35 +0000 bedardc 4351 at/352 Violence conjugale au travail : Peut-on ¨ºtre en s¨¦curit¨¦ au travail quand on ne l¡¯est pas ¨¤ la maison? https://www.google.com//352/node/4349 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Plus d¡¯une femme sur trois (37,6?%) a d¨¦j¨¤ subi de la violence conjugale et?7?% d¡¯entre elles en sont victimes actuellement, selon un sondage r¨¦alis¨¦ par le Centre for Research and Education on Violence against Women and Children.</p> <p>Le Centre a con?u ce sondage de plus de?60?questions en collaboration avec le Congr¨¨s du travail du Canada (CTC) en?2013. Au total, 8?429?personnes y ont r¨¦pondu. Un tel taux de participation assure une grande fiabilit¨¦ des donn¨¦es recueillies.</p> <p>Selon ce sondage, les hommes aussi sont victimes de ce ph¨¦nom¨¨ne, mais ils sont moins nombreux. C¡¯est parmi les Autochtones, les personnes ayant un handicap et les GLBT que l¡¯on compte le plus grand nombre de victimes.</p> <p>Pour plus de la moiti¨¦ (53,5?%) des personnes touch¨¦es, le ph¨¦nom¨¨ne se poursuit au travail, le plus souvent (40,6?%) sous forme d¡¯appels t¨¦l¨¦phoniques ou de messages textes abusifs. Dans 20,5?% des cas, la victime a ¨¦t¨¦ suivie ou harcel¨¦e pr¨¨s du milieu de travail. Dans 18,2?% des cas, le harceleur s¡¯est pr¨¦sent¨¦ au lieu de travail.</p> <p>La violence conjugale diminue le rendement au travail. Dans l¡¯ensemble,?81,9?% des victimes affirment se sentir distraites, fatigu¨¦es ou mal en point. Plus du tiers affirment que cela nuit ¨¤ leur capacit¨¦ ¨¤ se rendre au travail. Malheureusement, 8,5?% d¡¯entre elles ont perdu leur emploi en raison de la violence qu¡¯elles subissent ¨¤ la maison.</p> <p>Ce ph¨¦nom¨¨ne va jusqu¡¯¨¤ nuire aux coll¨¨gues des victimes, qui peuvent ¨ºtre stress¨¦s ou pr¨¦occup¨¦s par la situation.</p> <p>L¡¯Ontario et le Manitoba ont modifi¨¦ leurs lois sur la sant¨¦ et la s¨¦curit¨¦ au travail afin d¡¯obliger les employeurs ¨¤ prot¨¦ger leurs employ¨¦s contre les r¨¦percussions de la violence conjugale.</p> <p>L¡¯AFPC vient tout juste d¡¯obtenir les donn¨¦es ¨¤ ce sujet. Elle collabore avec le CTC afin d¡¯¨¦laborer des programmes d¡¯¨¦ducation et d¡¯autres moyens d¡¯am¨¦liorer la sant¨¦ et la s¨¦curit¨¦ au travail et de renforcer la protection des droits de la personne.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/health-and-safety">Health and safety</a></li><li class="field-item odd"><a href="/352/topics/violence">Violence</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Monday, October 19, 2015 - 10:45am</span></div> </div> </div> Fri, 04 Dec 2015 20:24:24 +0000 clawson 4349 at/352 Domestic Violence: Can work be safe when home isn¡¯t? https://www.google.com//352/domestic-violence-can-work-be-safe-when-home-isnt <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>More than one out of three women have experienced domestic violence in their lifetime (37.6%), and 7% are currently victims of domestic violence, according to a survey by the Centre for Research and Education on Violence Against Women and Children (CREVAWC).</p> <p>The 2013 survey was developed by the CREVAWC in collaboration with the Canadian Labour Congress (CLC). In total, 8,429 people completed the survey of over 60 questions. This is a huge response rate, and the results are considered to be highly credible.</p> <p>According to the survey, men also experience this type of violence, but to a lesser degree. Aboriginal workers, persons with a disability and GLBT folks experience the highest rates of victimization.</p> <blockquote> <h3 class="rteindent1"><em><strong>Not surprisingly, domestic violence negatively affects a person¡¯s work performance. Overall, 81.9% of domestic violence victims reported feeling distracted, tired or unwell.</strong></em></h3> </blockquote> <p>In over half of all domestic violence cases (53.5%), the violence is not confined to the home but continues at work. Most often, it takes the form of abusive phone calls or text messages (40.6%). In 20.5% of cases, the victim was stalked or harassed near her workplace, and in 18.2% of the cases, the abuser physically came to the workplace.?</p> <p>Not surprisingly, domestic violence negatively affects a person¡¯s work performance. Overall, 81.9% of domestic violence victims reported feeling distracted, tired or unwell. Over a third of victims said that domestic violence affects their ability to get to work. Sadly, 8.5% of victims of domestic violence lost their jobs as a result of the violence they experience in the home.</p> <p>The negative impact of domestic violence is far ranging also affecting co-workers, who can be stressed or concerned about the abusive situation.</p> <p>Ontario and Manitoba have amended their Occupational Health and Safety legislation, and employers are now obliged to protect their workers from domestic violence in the workplace in those provinces.</p> <p>Having just obtained the data on the ramifications of domestic violence at work, PSAC is working with the CLC to develop education programs and other strategies to better protect our members¡¯ health and safety and human rights at work.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/health-and-safety">Health and safety</a></li><li class="field-item odd"><a href="/352/topics/violence">Violence</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Monday, October 19, 2015 - 10:45am</span></div> </div> </div> Mon, 19 Oct 2015 14:56:24 +0000 calugaj 4223 at/352 D¨¦finitions de la violence et du harc¨¨lement dans diff¨¦rentes lois au Canada https://www.google.com//352/node/4161 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2><strong>F¨¦d¨¦ral</strong></h2> <h3><strong>R¨¨glement XX?de la partie II du <em>Code canadien du travail</em></strong></h3> <p><strong>?Violence</strong></p> <p>20.2?Dans la pr¨¦sente partie, constitue de la violence dans le lieu de travail?tout agissement, comportement, menace ou geste d¡¯une personne ¨¤ l¡¯¨¦gard d¡¯un employ¨¦ ¨¤ son lieu de travail et qui pourrait vraisemblablement lui causer un dommage, un pr¨¦judice ou une maladie.</p> <h3><strong>Par. 247.1 de la partie III du <em>Code canadien du travail</em></strong></h3> <p><strong>Harc¨¨lement sexuel </strong></p> <p>??????????? ??s¡¯entend de tout comportement, propos, geste ou contact qui, sur le plan sexuel :</p> <ol style="list-style-type:lower-alpha"><li>soit est de nature ¨¤ offenser ou humilier un employ¨¦;</li> <li>soit peut, pour des motifs raisonnables, ¨ºtre interpr¨¦t¨¦ par celui-ci comme subordonnant son emploi ou une possibilit¨¦ de formation ou d¡¯avancement ¨¤ des conditions ¨¤ caract¨¨re sexuel.¡¯¡¯</li> </ol><h3><strong><em>Loi canadienne sur les droits de la personne</em></strong><strong>, partie I, </strong><strong>par</strong><strong>.</strong> <strong>3</strong><strong>(</strong><strong>1</strong><strong>-</strong><strong>2), </strong><strong>alin¨¦a</strong><strong>s</strong>?<strong>7</strong><strong>a) et?b), alin¨¦a</strong>?<strong>14</strong> <strong>(</strong><strong>1</strong><strong>)</strong> <strong>c)</strong><strong> et</strong><strong> par</strong><strong>.</strong>?<strong>14</strong> <strong>(</strong><strong>2)</strong></h3> <div><strong>Motifs de distinction illicite</strong></div> <div>?</div> <div>3. (1) Pour l¡¯application de la pr¨¦sente loi, les motifs de distinction illicite sont ceux qui sont fond¨¦s sur la race, l¡¯origine nationale ou ethnique, la couleur, la religion, l¡¯age, le sexe, l¡¯orientation sexuelle, l¡¯¨¦tat matrimonial, la situation de famille, l¡¯¨¦tat de personne graci¨¦e ou la d¨¦ficience.</div> <div>?</div> <div>(2) Une distinction fond¨¦e sur la grossesse ou l¡¯accouchement est r¨¦put¨¦e ¨ºtre fond¨¦e sur le sexe.</div> <div>?</div> <div><strong>Emploi</strong></div> <div>?</div> <div>7. Constitue un acte discriminatoire, s¡¯il est fond¨¦ sur un motif de distinction illicite, le fait, par des moyens directs ou indirects :</div> <div>?</div> <div>a) de refuser d¡¯employer ou de continuer d¡¯employer un individu;</div> <div>?</div> <div>b) de le d¨¦favoriser en cours d¡¯emploi.</div> <div>?</div> <div><strong>Harc¨¨lement</strong></div> <div>?</div> <div>14. (1) Constitue un acte discriminatoire, s¡¯il est fond¨¦ sur un motif de distinction illicite, le fait de harceler un individu :</div> <div>?</div> <div>c) en mati¨¨re d¡¯emploi.</div> <div>?</div> <div><strong>Harc¨¨lement sexuel</strong></div> <div>?</div> <div>(2) Pour l¡¯application du paragraphe (1) et sans qu¡¯en soit limit¨¦e la port¨¦e g¨¦n¨¦rale, le harc¨¨lement sexuel est r¨¦put¨¦ ¨ºtre un harc¨¨lement fond¨¦ sur un motif de distinction illicite.</div> <h2><strong>Provincial</strong></h2> <ul><li><a href="http://syndicatafpc.ca/alberta-definitions-violence-harcelement">Alberta</a></li> <li><a href="http://syndicatafpc.ca/colombie-britannique-definitions-violence-du">Colombie-Britannique</a></li> <li><a href="http://syndicatafpc.ca/ile-du-prince-edouard-definitions-violence-du">?le-du-Prince-¨¦douard</a></li> <li><a href="http://syndicatafpc.ca/manitoba-definitions-violence-du-harcelement">Manitoba</a></li> <li><a href="http://syndicatafpc.ca/noveau-brunswick-definitions-violence-du">Nouveau-Brunswick</a></li> <li><a href="http://syndicatafpc.ca/nouvelle-ecosse-definitions-violence-harcelement">Nouvelle-¨¦cosse</a></li> <li><a href="http://syndicatafpc.ca/ontario-definitions-violence-du-harcelement">Ontario</a></li> <li><a href="http://syndicatafpc.ca/quebec-definitions-violence-du-harcelement">Qu¨¦bec</a></li> <li><a href="http://syndicatafpc.ca/saskatchewan-definitions-violence-du-harcelement">Saskatchewan</a></li> <li><a href="http://syndicatafpc.ca/terre-neuve-labrador-definitions-violence">Terre-Neuve et Labrador</a></li> <li><a href="http://syndicatafpc.ca/territoires-du-nord-ouest-nunavut-definitions">Territoire?du?Nord-Ouest et Nunavut</a></li> <li><a href="http://syndicatafpc.ca/yukon-definitions-violence-du-harcelement">Yukon</a></li> </ul><p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/human-resources-section">Human Resources Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Wednesday, October 7, 2015 - 10:30am</span></div> </div> </div> Wed, 07 Oct 2015 15:14:32 +0000 calugaj 4161 at/352 Definitions of violence and harassment under different laws in Canada https://www.google.com//352/definitions-violence-and-harassment-under <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2><strong>Federal</strong></h2> <h3><strong><em>Canada Labour Code,</em></strong><strong> <em>Regulation XX,</em> part II</strong></h3> <p><strong>Violence</strong></p> <p><strong>20.2</strong>?In this Part, ¡°work place violence¡± constitutes any action, conduct, threat or gesture of a person towards an employee in their work place that can reasonably be expected to cause harm, injury or illness to that employee.</p> <h3><strong><em>Canada Labour Code</em></strong><strong>, part III, section 247.1</strong></h3> <p><strong>Sexual harassment </strong></p> <p>any conduct, comment, gesture or contact of a sexual nature</p> <p>a)?????? that is likely to cause offence or humiliation to any employee; or</p> <p>b)?????? that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.</p> <h3><strong><em>Canadian Human Rights Act</em></strong><strong>, part I, sections 3 (1-2), 7 and 14 (1(c) &amp; 2)</strong></h3> <p><strong>Prohibited grounds of discrimination</strong></p> <p>3. (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.</p> <p>(2) Where the ground of discrimination is pregnancy or child-birth, the discrimination shall be deemed to be on the ground of sex.</p> <p><strong>Employment</strong></p> <p>7. It is a discriminatory practice, directly or indirectly,</p> <p>(a) to refuse to employ or continue to employ any individual, or</p> <p>(b) in the course of employment, to differentiate adversely in relation to an employee,</p> <p>on a prohibited ground of discrimination.</p> <p><strong>Harassment</strong></p> <p>14. (1) It is a discriminatory practice,</p> <p>(c) in matters related to employment,</p> <p>to harass an individual on a prohibited ground of discrimination.</p> <p><strong>Sexual harassment</strong></p> <p>(2) Without limiting the generality of subsection (1), sexual harassment shall, for the purposes of that subsection, be deemed to be harassment on a prohibited ground of discrimination.</p> <h2><strong>Provincial</strong></h2> <ul><li><a href="/352/alberta-definitions-violence-and-harassment">Alberta</a></li> <li><a href="/352/british-columbia-definitions-violence-and">British Columbia</a></li> <li><a href="/352/manitoba-definitions-violence-and-harassment">Manitoba</a></li> <li><a href="/352/new-brunswick-definitions-violence-and-harassment">New Brunswick</a></li> <li><a href="/352/newfoundland-and-labrador-definitions-violence-and">Newfoundland and Labrador</a></li> <li><a href="/352/northwest-territories-and-nunavut-definitions">Northwest Territories and Nunavut</a></li> <li><a href="/352/nova-scotia-definitions-violence-and-harassment">Nova Scotia</a></li> <li><a href="/352/ontario-definitions-violence-and-harassment">Ontario</a></li> <li><a href="/352/prince-edward-island-definitions-violence-and">Prince Edward Island</a></li> <li><a href="/352/quebec-definitions-violence-and-harassment">Quebec</a></li> <li><a href="/352/saskatchewan-definitions-violence-and-harassment">Saskatchewan</a></li> <li><a href="/352/yukon-definitions-violence-and-harassment">Yukon</a></li> </ul><p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/health-and-safety">Health and safety</a></li><li class="field-item odd"><a href="/352/topics/violence">Violence</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Wednesday, October 7, 2015 - 10:30am</span></div> </div> </div> Wed, 07 Oct 2015 14:48:12 +0000 calugaj 4160 at/352 Glossaire sur la violence et l¡¯intimidation en milieu de travail https://www.google.com//352/node/4159 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><strong>Abus?:</strong> Acte commis dans l¡¯intention de causer du tort ¨¤ quelqu¡¯un sur le plan physique, psychologique ou les deux.</p> <p><strong>Accident?:</strong> Incident inattendu qui cause du tort ¨¤ une personne ou des dommages ¨¤ une propri¨¦t¨¦.</p> <p><strong>Agression?:</strong> Usage direct ou indirect de la force ¨¤ l¡¯encontre d¡¯une personne, sans son consentement. S¡¯applique ¨¤ toute tentative ou menace d¡¯employer la force.</p> <p><strong>Discrimination?fond¨¦e sur des motifs illicites?:</strong> Traitement in¨¦gal et diff¨¦rent de personnes qui sont membres de groupes sociaux particuliers traditionnellement d¨¦savantag¨¦s. Elle se fonde sur la race, la nationalit¨¦, l¡¯origine ethnique, le sexe, l¡¯identit¨¦ de genre, l¡¯orientation sexuelle, l¡¯age, la religion, l¡¯¨¦tat matrimonial, la situation familiale, la condamnation pour un acte criminel ou la d¨¦ficience physique ou mentale. La discrimination peut prendre la forme d¡¯un traitement diff¨¦rent manifeste. Elle peut ¨¦galement ¨ºtre syst¨¦mique ou institutionnalis¨¦e dans des politiques, des proc¨¦dures ou des pratiques. Tout comportement ou pratique ayant un effet disproportionn¨¦ ou n¨¦gatif sur un groupe constitue de la discrimination.</p> <p><strong>Harc¨¨lement?:</strong> Conduite caract¨¦ris¨¦e par des comportements ou des commentaires vexatoires, dont l¡¯auteur sait ou devrait raisonnablement savoir qu¡¯ils sont importuns.</p> <p>Par harc¨¨lement s¡¯entend notamment?:</p> <ol style="list-style-type:lower-alpha"><li>toute forme verbale, physique ou visuelle de harc¨¨lement;</li> <li>tout geste qui pourrait offenser une personne raisonnable;</li> <li>les comportements ou commentaires importuns non intentionnels;</li> <li>une s¨¦rie de comportements ou de commentaires r¨¦partie dans le temps ou un incident isol¨¦, pour peu qu¡¯il soit s¨¦rieux, volontairement nuisible ou mena?ant;</li> <li>les situations o¨´ la victime d¨¦cide de ne pas porter plainte;</li> <li>les comportements ou commentaires importuns qui ne visent aucune personne en particulier;</li> <li>les commentaires ou comportements qui pourraient ridiculiser, d¨¦nigrer, humilier insulter ou d¨¦ranger un groupe, susciter des craintes au sein de celui-ci ou empoisonner l¡¯environnement de travail.</li> </ol><p><strong>Harc¨¨lement (</strong><strong>personnel</strong>)?<strong>:</strong> Conduite r¨¦p¨¦t¨¦e, hostile ou importune, qui ne se limite pas aux motifs illicites pr¨¦cis¨¦s dans la l¨¦gislation sur les droits de la personne, qui englobe les commentaires, les actions ou les gestes qui nuisent ¨¤ la dignit¨¦ d¡¯un membre, ou ¨¤ son int¨¦grit¨¦ psychologique ou physique, et qui a des r¨¦percussions n¨¦gatives dans le milieu de travail. Ce type de harc¨¨lement, qu¡¯on appelle aussi ??harc¨¨lement non fond¨¦ sur les droits de la personne??.</p> <p><strong>Harc¨¨lement (psychologique)</strong>?<strong>:</strong> Conduite vexatoire se manifestant par des comportements, des paroles, des actes ou des gestes r¨¦p¨¦t¨¦s, hostiles ou importuns, qui porte atteinte ¨¤ la dignit¨¦ ou ¨¤ l¡¯int¨¦grit¨¦ psychologique ou physique d¡¯une personne et cr¨¦e pour elle un milieu de travail n¨¦faste.</p> <p><strong>Harc¨¨lement (fond¨¦ sur les droits de la personne)?:</strong> S¡¯entend d¡¯une conduite bas¨¦e sur l¡¯un des motifs illicites pr¨¦cis¨¦s dans la l¨¦gislation sur les droits de la personne, tels la race, l¡¯origine nationale ou ethnique, le sexe, l¡¯identit¨¦ de genre, l¡¯orientation sexuelle, l¡¯age, la religion, l¡¯¨¦tat matrimonial, la situation familiale, l¡¯¨¦tat de la personne graci¨¦e ou la d¨¦ficience physique ou mentale. La l¨¦gislation sur les droits de la personne de certains territoires consid¨¨re ¨¦galement le statut social comme motif illicite.</p> <p><strong>Harc¨¨lement (sexuel)?:</strong> Attouchements, remarques, plaisanteries, insinuations ou avances de nature sexuelle.</p> <p><strong>Impolitesse?:</strong> Comportement offensif et indigne jug¨¦ inacceptable par la soci¨¦t¨¦ et manifestant un manque de consid¨¦ration. Ne constitue pas de l¡¯intimidation ¨¤ moins d¡¯avoir pour objectif de s¡¯en prendre ¨¤ une personne.</p> <p><strong>Intimidation?:</strong> Comportement agressif, r¨¦p¨¦titif et persistant entre employ¨¦s dans le lieu de travail ou ¨¤ l¡¯ext¨¦rieur qui s¡¯aggrave avec le temps et peut faire des victimes. Comprend tout comportement ou commentaire inconvenant dont l¡¯auteur sait ou devrait raisonnablement savoir qu¡¯il humiliera ou intimidera sa victime. Exclut toute action raisonnable prise par l¡¯employeur pour g¨¦rer son personnel.</p> <p><strong>Pers¨¦cution collective?:</strong> Comportement de groupe visant ¨¤ exclure, punir ou humilier une personne au travail.</p> <p><strong>Violence conjugale?:</strong> Toute forme de mauvais traitement physique, sexuel, affectif ou psychologique. Comprend les pressions financi¨¨res et le harc¨¨lement. Peut se produire entre partenaires intimes de sexe oppos¨¦ ou de m¨ºme sexe, qu¡¯ils soient mari¨¦s, conjoints de fait ou en union libre. Peut se poursuivre apr¨¨s la fin de la relation.</p> <p><strong>Violence au travail : </strong>Tout agissement, comportement, menace ou geste d¡¯une personne ¨¤ l¡¯¨¦gard d¡¯un employ¨¦ ¨¤ son lieu de travail et qui pourrait vraisemblablement lui causer un dommage, un pr¨¦judice ou une maladie.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item odd"><a href="/352/topics/health-and-safety">Health and safety</a></li><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/violence">Violence</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/human-resources-section">Human Resources Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Wednesday, October 7, 2015 - 10:30am</span></div> </div> </div> Wed, 07 Oct 2015 14:30:56 +0000 calugaj 4159 at/352 Workplace violence and harassment glossary https://www.google.com//352/workplace-violence-and-harassment-glossary <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><strong>Abuse:</strong> To hurt or inflict damage on another person, either emotionally, physically or both.</p> <p><strong>Accident:</strong> An unplanned event that causes harm to people or damage to property.</p> <p><strong>Assault:</strong> Applying force intentionally to another person, directly or indirectly, without that person¡¯s consent. Also when a person attempts or threatens to apply force.</p> <p><strong>Workplace bullying:</strong> Bullying is a form of harassment. Repeated, persistent aggressive behaviour between employees in or outside a workplace that escalates over time and leads to victimization of a person. It includes any inappropriate conduct or comments by a person toward a worker (that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated). It excludes any reasonable action taken by an employer relating to the management of workers.</p> <p><strong>Discrimination based on a prohibited ground</strong>: is the unequal, unfair and differential treatment of individuals who are members of particular social groups that have been historically disadvantaged.? Discrimination may be based on race, nationality, ethnicity, sex, gender identity, sexual orientation, age, religion, marital or family status, criminal conviction, or physical or psychiatric disability.? Discrimination may be overt differential treatment or It may also be systemic or institutionalized in policies, procedures and practices. If a behaviour or practice has a disproportionate, negative effect on a particular group, this is discrimination.?? ?</p> <p><strong>Domestic violence:</strong> Any form of physical, sexual, emotional or psychological abuse, including financial control, stalking and harassment. It occurs between opposite or same-sex intimate partners, who may or may not be married, common law, or living together. It can also continue to happen after a relationship has ended.</p> <p><strong>Harassment:</strong> Act of engaging in a course of vexatious comment or conduct against a worker that is known or ought reasonably to be known to be unwelcome.</p> <p>Harassment includes:</p> <ol style="list-style-type:lower-alpha"><li>verbal, physical or visual forms of harassment;</li> <li>behavior or expression that could offend any reasonable person;</li> <li>inappropriate conduct that may or may not be intentional;</li> <li>a series of conduct or comments that happens one time or over a period of time, if the incident is serious, egregious or constitutes a threat;</li> <li>incidents where the victim does not expressly object to the harassment;</li> <li>unwelcome comments or conduct which may or may not be directed at a specific person; and</li> <li>comments or conduct that ridicule or disparage a group that could cause humiliation, insult, apprehension or disruption that poisons the environment.</li> </ol><p><strong>Harassment (psychological</strong>)<strong>:</strong> Any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affects an employee¡¯s dignity or psychological or physical integrity and that results in a harmful work environment for the employee.</p> <p><strong>H</strong><strong>arassment (personal)</strong>, also known as non-human rights harassment, is not limited to the ¡°grounds¡± and is defined as ?repeated conduct which is ?hostile or unwanted, and ?includes verbal comments, actions or gestures that affect a member¡¯s¡¯s dignity, psychological integrity or physical integrity, resulting in a harmful environment.</p> <p><strong>Harassment (human rights): </strong>Harassment based on human rights grounds or ¡°prohibited grounds¡± listed in human rights legislation such as race, nationality, ethnicity, sex, gender identity, sexual orientation, age, religion, marital or family status, criminal conviction, or physical or mental health related disability.?Some provincial and territorial human rights legislations also include other grounds as ¡°prohibited ground,¡± such as social status, source of income and political belief.</p> <p><strong>Harassment (sexual):</strong> Harassment of a sexual nature. It can include touching, comments, sexual jokes or unwanted sexual suggestions or advances.</p> <p><strong>Mobbing:</strong> A type of group behaviour by co-workers to exclude, punish or humiliate a targeted worker. It is best describes as group bullying.</p> <p><strong>Rudeness:</strong> Offensive or undignified behavior that is deemed to be socially unacceptable or inconsiderate. It does not constitute bullying unless it is aimed towards a target with the intent to victimize.?</p> <p><strong>Workplace violence: </strong>¡°Any action, conduct, threat or gesture of a person toward an employee in their workplace that can reasonably be expected to cause harm, injury or illness to that employee.¡±?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/health-and-safety">Health and safety</a></li><li class="field-item odd"><a href="/352/topics/violence">Violence</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Wednesday, October 7, 2015 - 10:30am</span></div> </div> </div> Wed, 07 Oct 2015 14:28:33 +0000 calugaj 4158 at/352