Avoiding liability risks when you fire a sexual harasser

November 05, 2017 0 COMMENTS

by Theodore Fong

The risks to employers in sexual harassment cases can be big. Potential liability can arise from any decision. Employers may then find themselves having to make tough decisions on tight timelines.

The key to ensuring an appropriate response is to be prepared. Preparation will permit an employer to take a proactive approach, as opposed to a reactive stance, when sexual harassment is discovered. That is a lesson that can be drawn from the recent Alberta Court of Queen’s Bench case of Watkins v. Willow Park Golf Course Ltd.

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Refusing to collaborate in harassment investigation can be grounds for dismissal

March 22, 2015 0 COMMENTS

By Olivier Lamoureux

In Séguin v. Dessau Inc., a tribunal, the Commission des relations du travail (CRT), upheld the dismissal of an employee who had behaved in a vexatious manner toward a subordinate he was enamored with. The dismissed employee had refused to collaborate in the employer’s investigation into an incident of psychological harassment. read more…

Toronto employer liable because of inadequate investigation of human rights complaint

June 22, 2014 0 COMMENTS

By Alix Herber

Inadequate investigation of employees’ discrimination complaints can expose employers to human rights damages. This is so even when employers do most things right. read more…