Workplace harm, power, and the law

Most workplace sexual harassment isn't the obvious kind. Here's what employers miss, why standard harassment training falls short, and what works instead.

Two human rights cases may help clarify whether domestic violence survivorship is protected under Canadian human rights law. Here's what employers should be watching and why it matters for workplace policies, accommodation, and legal compliance.

Ontario employers must act on domestic violence risk at work, often earlier than they think. A legal analysis of OHSA s. 32.0.4, with FOI findings.

Accessibility in the workplace shouldn't begin only when employees request accommodation. Here's how designing for flexibility can reduce barriers, enhance psychological safety, and minimize human rights risk.

The Supreme Court of Canada has recognized a new tort of intimate partner violence in Ahluwalia v Ahluwalia. This post analyzes the legal test, its feminist significance, and the structural barriers that survivors will still face in bringing a claim.

Ask for Angela helps survivors discreetly access support in public spaces. But when the survivor is an employee, employers need their own workplace domestic violence policy, risk assessment process, safety planning, and trauma-informed training.

Equal Pay Day is a reminder that pay equity, pay equality, and human rights protections matter, but they only address a narrow slice of the gender wage gap. Employers should also look at work design, flexibility, promotion, and opportunity.

What Moe Harukawa’s murder at work shows about coercive control, stalking, disclosure, and employers’ duty to respond to workplace intimate partner violence.

A recent BCHRT decision shows how quickly a return from maternity leave can become a discrimination issue when childcare realities are treated as an inconvenience rather than a protected reality. For employers, the case is a reminder that return-to-work problems are both legal and design problems.

Quoted in Canadian HR Reporter on sexual harassment in male-dominated workplaces, workplace culture, accountability, and responding to poisoned work environments.