workplace harassment lawyer
Harassment in the workplace can feel like a personal violation. This is because it affects your emotional and physical well-being, as well as the way you interact with co-workers. Harassment at work can also affect your job performance and make you feel stressed, anxious and isolated. Fortunately, there are steps you can take to protect yourself from harassment in the workplace and to fight back against it. One of the best ways to do this is to seek help from a workplace harassment lawyer in Ontario.
The most common form of workplace harassment lawyer is sexual. This could involve unwanted comments, unwelcome advances or inappropriate touching. However, harassment can take many forms and may include other forms of discrimination, such as sexism, racism or disability. This type of behaviour is illegal and you should contact a lawyer immediately if you think that you are experiencing this form of harassment in the workplace.
Harassment is considered a breach of the Occupational Health and Safety Act (OHSA) and a human rights violation under the Canadian Charter of Rights and Freedoms. There are numerous reasons why a person might experience harassment in the workplace, including sexism, racism and age discrimination. However, the most important thing is that you report the behaviour to your employer, as soon as possible. It is also a good idea to document incidents of harassment, such as by writing down when and where the incident took place, what was said or done and who was involved.
Can a workplace harassment lawyer help if harassment occurred years ago?
Often, the workplace harassment Ontario occurs over a long period of time, such as over weeks or months. However, it is also possible for the harassment to occur just once, such as when a manager or supervisor makes an inappropriate comment that you find offensive. In the latter instance, you can still complain to the Ministry, as the incident would be considered a breach of OHSA and human rights.
Your employer must quickly and fairly investigate any reported incidents of harassment, and ensure that everyone is treated equally. However, some employers are reluctant to do this or may have difficulty understanding the nature of a complaint. For example, an employee may be harassed by another worker because of their religion, but the employer assumes that the problem is just a difference in opinion or a personal matter.
A racialized employee might be harassed by their manager, but the company refuses to conduct an investigation because they think that it must be “just a cultural conflict.” This kind of reasoning is unacceptable and the employer has failed in its obligations.
In addition, it is against the law for an employer to retaliate against an employee for reporting harassment or discrimination. If you believe that your employer has retaliated against you, it is possible to file a claim for wrongful or constructive dismissal in court. It is essential to consult with an employment lawyer before taking this step, as the process can be complex.
