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Edmonton Workplace Harassment Lawyers

You deserve a workplace environment free from harassment and abuse

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What is Harassment?

There are several laws relating to harassment, bullying, and workplace violence. Find out what constitutes workplace harassment and what does not.

Employer Obligations

Employers and employees have specific obligations that are intended to foster a healthy workplace. Find out what those obligations are and what to do if they are not being met.

Free Consultation

Our lawyers have decades of combined experience. Read about what to expect when you come in and discuss your problem.

Do you feel you are being harassed in the workplace?

 

Nobody deserves to feel degraded or threatened at work. If you are dealing with what seems to be harassment in the workplace, it is time to seek advice.

Workplace harassment is usually a series of incidents but can be one severe incident, which undermines, frustrates or provokes a person. Workplace harassment can occur in the workplace, while travelling for work, at employer-sponsored training activities/sessions, or even at certain social events endorsed by the employer.

One of the most important things to know about harassment is that there are time limits on when you can file a complaint. If you feel you have been harassed, do not delay in seeking advice. Call Virk Law for a consultation today.

What is or may be considered Harassment?

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Yelling, threatening; constantly interrupting; or prohibiting a person from speaking to others.

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Unwanted sexual advances

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Rude, degrading or offensive remarks or gestures

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Reprisals for having made complaints

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Spreading gossip or rumours

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Making someone perform tasks that are below their competencies or position, setting the person up for failure, name calling in private or in front of others.

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Isolating the person by no longer talking to them, denying or ignoring their presence, or distancing them from others

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Negative treatment based on a prohibited ground of discrimination such as race, religion, or disability

 

However, workplace harassment is not simply a difference of opinion or a minor disagreement between coworkers, especially if steps are taken to resolve the conflict. 

What isn't or may not be considered harassment?

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Normal management of day-to-day operations, including legitimate discipline

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Difficult conditions of employment, professional constraints, and organizational changes

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A single minor or isolated incident such as an inappropriate remark

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Work related stress or conflict does not constitute harassment in itself, but the accumulation of stress factors or unchecked conflict could lead to harassment

Employers have a legal obligation to prevent harassment. To do so, they must:

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Ensure workers do not participate in harassment or violence at the work site.

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Make workplace harassment and violence prevention plans including

    • a prevention policy and prevention procedures, in writing and available at the work site, either in paper or electronic formats
    • review plans every 3 years
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Instruct workers on:

    • how to recognize harassment
    • what to do about it
    • how to report it
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investigate any incident of harassment or violence

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take action to address any incidents

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take action to prevent harassment from continuing

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prepare an investigation report outlining the circumstances of the incident and the corrective action

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prepare an investigation report outlining the circumstances of the incident and the corrective action

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ensure compliance with employer harassment policies.

Virk Law Harassment Consultation Itinerary (75-90 Minutes)

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Step 1: Employment Information

The first step is gathering information about the employee and the employer – where was the employee working? For how long?

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Step 2: Harassment Information

The next step is to review the alleged harassment. When did it occur? Who was involved? What happened? Are there witnesses? How did the employer react? Information is key. Virk Law has a proven process for getting the right information to get successful results.

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Step 3: The Current Position

An employee’s current position can affect how we deal with a case. Are you an employer faced with a harassment complaint? Are you a current employee? Do you want to keep your job? Is the harassment ongoing? Is the harassment over but you still feel you need justice? The wants and needs of our clients come second only to the law. Figuring out your position helps us assist you in getting where you want to go.

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Step 4: Your Situation Determines What We Offer

After establishing a comprehensive picture of your situation, we will try to lay out what options are available to you. Every case is different. Our job is to give you all the information you need to make an informed decision and to advise on what we think is best.

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Step 5: Your Case Going Forward

Once we decide how to proceed, we will start to build your case based on the information given to us. Many cases settle, but some do not. We will advise you about how your case will advance so that you have a clear picture of what to expect going forward.

You deserve a supportive working environment free from harassment and abuse. Book a Free Workplace Harassment Consultation Today

Take Control of Your Solution. If you’re looking for a cost-effective solution to your issues, contact Virk Law Today.