News
Quebec - Updates to Workplace Harassment and Sexual Violence May 23 2024
On March 27, 2024, Quebec passed Bill 42, An Act to prevent and fight psychological harassment and sexual violence in the workplace (the "Bill"), creating multiple updates to employment legislation.Changes Effective March 27, 2024
- Clarification that employers cannot retaliate against employees that have reported witnessing harassment or who cooperate in the processing of complaints.
- Introduction of the definition of sexual violence: “"[A]ny form of violence targeting sexuality or any other misconduct, including unwanted gestures, practices, comments, behaviours or attitudes with sexual connotations, whether they occur once or repeatedly, including violence relating to sexual and gender diversity."
- The cost of benefits incurred due to injuries from sexual violence will be allocated to all employers.
Changes Effective September 27, 2024
- Employers are required to include new additions to psychological harassment prevention policies, including:
1. The methods and techniques used to identify, control and eliminate the risks of psychological harassment, including a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual nature.
2. The specific information and training programs on psychological harassment prevention that are offered to employees; as well as to persons designated by the employer to handle a complaint or report (we note that the scope and content of this training has not yet been specified at the time of publication of this article).
3. The recommendations on behaviour to adopt when participating in work-related social activities.
4. The procedures for making complaints or reports to the employer or providing information or documents to the employer as well as the information on the follow-up that must be given by the employer.
5. The measures to protect the persons concerned by a situation of psychological harassment and the persons who have cooperated in the processing of a complaint or report regarding such a situation.
6. The process for managing a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer.
7. The measures to ensure the confidentiality of complaints, reports, information or documents received and to ensure a preservation period of at least two years for the documents made or obtained in the course of managing a situation of psychological harassment.
- The updated harassment policy must be included in prevention plans by October 1, 2025.
- The Bill also establishes heightened protections for employees who are victims of sexual violence in the workplace.
For questions or more information, please submit a ticket through our OnDemand portal.
Source: Government of Quebec
Manitoba – Government proposing changes to the Employment Standards Code December 16 2015
The Manitoba Government will be introducing proposed changes to the Employment Standards Code. These proposed changes would grant victims of domestic violence the right to a job-protected leave of absence.
The proposed legislation would provide victims of domestic violence:
- Up to 10 days to use intermittently or in consecutive days within a 52 week period, as needed; and
- An additional continuous period of leave of up to 17 weeks within a 52 week period.
This proposed change would also provide for leave for employees to deal with a long-term illness/injury, as well as extend the compassionate care leave for workers who need time off to care for a loved one.
We will provide updates as more information arises.
Manitoba – le gouvernement propose des modifications au Code des normes d'emploi
Le gouvernement du Manitoba apportera les modifications proposes au Code des normes d'emploi. Ces changements proposés accorderaient aux victimes de violence conjugale le droit à un congé avec protection d'emploi.
La législation proposée accorderait aux victimes de violence conjugale :
- Jusqu'à 10 jours à utiliser par intermittence ou de manière consécutive par période de 52 semaines, au besoin; et
- Une période de congé continue supplémentaire de jusqu'à 17 semaines par période de 52 semaines.
Cette modification proposée permettrait également aux employés de prendre congé pour faire face à une maladie ou une blessure à long terme, mais aussi de prolonger le congé de compassion pour les employés qui ont besoin de temps pour s'occuper d'un proche.
Nous vous fournirons des mises à jour au fur et à mesure que d’autres informations seront disponibles.