AS A PEI BUSINESS OWNER
It's time to be better positioned to prevent, respond to and remedy incidents of sexual harassment in the workplace.
On Prince Edward Island, workplace sexual harassment remains prevalent, poorly understood and commonly underreported.
Workplace sexual harassment is unwanted and unwelcome comments, actions, or behaviour of a sexual nature in the workplace, at work-related events or in correspondence. It can be visual, verbal, or physical.
EMPLOYER LEGAL RESPONSIBILITIES:
As of July 1, 2020, Island employers MUST COMPLY with additional obligations respecting workplace harassment reflecting the changes to the PEI Occupational Health and Safety Act. These requirements are in addition to LEGAL OBLIGATIONS required by the PEI Human Rights Act.
WHAT THIS MEANS FOR YOU
Employers must understand the requirements and create (or review and revise) their violence and harassment prevention plan and processes.
- Employers are required to develop and implement a written policy to prevent and investigate workplace harassment and make a copy of this policy readily available for employees.
- Employers are required to train all employees about the sexual harassment policy to ensure understanding and compliance.
- Employers are required to identify the source of workplace sexual harassment and make sure the harassment stops.
- Employers are required to investigate ALL complaints of sexual harassment.
- Employers are required to remedy the effects of sexual harassment when it does occur.
- Employers are required to prevent or reduce future incidents of sexual harassment.
PEI EMPLOYEES:
Workplace sexual harassment can be in many forms: visual, verbal and/or physical.
It can come from employers, managers, supervisors, co-workers or even customers, clients or contractors. It is never acceptable.
Recognizing what sexual harassment looks and sounds like, knowing your rights and responsibilities, plus how to prevent, intervene, and address the issue is essential for a safe and positive workplace culture.
HOW TO START FROM THE TOP DOWN
- Not sure how to best comply with the three different legislation acts covering Workplace Sexual Harassment?
- Confused over what workplace sexual harassment actually looks and sounds like?
- Need guidance about what to do if you see it? Or if you are experiencing it yourself?
- Unsure how pronouns and identities may affect existing harassment policies?
To answer these and other questions, the first step in reducing incidents of sexual harassment in the workplace is being able to openly talk about the issue.
THAT'S WHERE THE SHIFT PROJECT AT THE PEI HUMAN RIGHTS COMMISSION COMES IN.
THE COST OF DOING NOTHING
- Paying out significant monetary damage amounts
- Increased staff turnover; re-hiring, re-training, additional pressures on remaining staff
- Absences from work (annual leave, sick leave, and unpaid leave)
- Reduced productivity of all staff, including the person who experienced the harassment, witnesses and other co-workers
- Costs for healthcare and lost time responding to complaints and internal investigations
- Loss of respect & reputation as being an unsafe working environment
- Plus the biggest cost: the overall harmful impact on the person who was sexually harassed in your workplace