1 REPORT OF THE ACTIVITIES OF THE DISCRIMINATION AND HARASSMENT COUNSEL FOR THE LAW SOCIETY OF UPPER CANADA For the period from July 1, 2014 to December 31, 2014 Prepared by Cynthia Petersen Discrimination and Harassment Counsel
2 TABLE OF CONTENTS Introduction. 1 Services Provided to Complainants... 1 Mediation / Conciliation... 3 Overview of New Contacts with the DHC Program... 5 Summary of Discrimination and Harassment Complaints... 6 Complaints Against Lawyers by Licensees... 6 Complaints Against Lawyers by the Public Complaints Against Lawyers by Paralegals Complaints Against Paralegals General Inquiries. 13 Matters Outside the DHC Mandate...13 Promotional Activities 14
3 - 1 - A. INTRODUCTION 1. The DHC provides a wide range of services to individuals who make discrimination or harassment complaints about lawyers, articling students or paralegals. Complaints are received from both members of the public and members of the legal profession. 2. The complaints arise in a variety of contexts, such as clients who report that they have been subjected to sexual harassment and/or sexual assault by their lawyer or paralegal, lawyers who are experiencing workplace discrimination relating to a maternity leave, law firm employees with disabilities who confront discriminatory barriers to employment or challenges in obtaining appropriate workplace accommodation, and paralegals, articling students and lawyers who are experiencing discriminatory (eg. racist, sexist, homophobic) treatment by opposing counsel in their cases. 3. The DHC provides complainants with safe counsel, coaching, information, referrals to other agencies and resources, informal mentoring, and general (nonlegal) advice about options and avenues of recourse some on an ongoing basis. The DHC also provides mediation services, described below. B. SERVICES PROVIDED TO COMPLAINANTS 4. Complainants who contact the DHC are advised of various avenues of recourse open to them, including (where applicable): confronting the respondent lawyer or paralegal directly with their concerns; speaking to their union representative (if they are unionized and their complaint relates to their employment by a lawyer or paralegal);
4 - 2 - filing an internal discrimination or harassment complaint within their workplace; making a complaint to the law firm that employs the respondent lawyer; filing an Application with the Human Rights Tribunal of Ontario; filing a complaint about professional misconduct with the Law Society; reporting to the police (where criminal conduct is alleged); and consulting a lawyer for legal advice regarding possible claims and causes of action. 5. Complainants are provided with information about each of these options, including: what (if any) costs might be involved in pursuing an option; whether legal representation is required in order to pursue an option; referral to resources on how to obtain legal representation (actual referrals to lawyers are not made by the DHC); how to file a complaint, Application or report (eg. whether it can be done electronically, whether particular forms are required, etc.) the processes involved in each option (eg. investigation, conciliation, mediation, hearing, etc.)
5 - 3 - the general types of remedies that may be available in different fora (eg. compensatory remedies in contrast to disciplinary penalties, reinstatement to employment versus monetary damages, public interest remedies); and the existence of time limits for each avenue of redress (complainants are advised to seek legal advice with respect to precise limitation periods). 6. Complainants are told that the options available to them are not mutually exclusive. 7. In some cases, upon request, strategic tips and/or coaching are provided to complainants about how to handle a situation without resort to a formal complaints process (eg. confronting the offender, documenting incidents, speaking to a mentor). 8. Student complainants whose articles are terminated or who decide to withdraw from their articles before completion also receive counselling and advice from the DHC about transferring their articles, as well as support in their job search for a new articling position. They are also referred to appropriate resources within the Law Society. 9. Some complainants are referred to other agencies/organizations (such as the Law Society s Member Assistance Program and the Human Rights Legal Support Centre) or are directed to relevant resource materials available from the Law Society, the Ontario Human Rights Commission, or other organizations. C. MEDIATION / CONCILIATION 10. In addition to being advised about the above-noted options, where appropriate, complainants are offered the mediation or conciliation/intervention services of the DHC Program.
6 Whenever formal mediation is offered, the nature and purpose of mediation is explained, including that it is a confidential and voluntary process, that it does not involve any investigation or fact finding, and that the DHC acts as a neutral facilitator to attempt to assist the parties in negotiating the terms of a mutually satisfactory resolution of the complaint. 12. When a complainant opts for mediation, s/he is given the choice of contacting the respondent to propose the mediation or having the DHC contact the respondent to canvass his/her willingness to participate. If the complainant elects to have the DHC contact the respondent, written instructions must be provided. If both parties are willing to participate, they are required to sign a mediation agreement prior to entering into mediated discussions with the DHC. 13. Where informal conciliation/intervention services are offered, the complainant is advised that the DHC could contact the respondent confidentially and discuss the complainant s concerns, in the hope of achieving a resolution to the complaint. Where such an intervention occurs, both the complainant and respondent are advised that the DHC is not acting as the complainant s counsel or representative, but rather as a go-between to facilitate constructive dialogue between the parties. When a complainant requests such an intervention, written consent must be provided before the DHC contacts the respondent. 14. Some complainants decline the offer of the DHC s mediation and conciliation services, notwithstanding that the services are free, confidential, and in the case of formal mediation, subject to a mutual without prejudice undertaking by both parties. The reasons why complainants decline mediation are varied and include: a complainant desiring to have a fact-finding investigation, believing that the respondent will not participate in good faith, wanting to create a formal record of the respondent s misconduct through an adjudicative process, and/or hoping to have professional discipline imposed on the respondent.
7 During this reporting period, there were no formal in-person mediation sessions conducted by the DHC. Formal mediation was not requested by any complainants. 16. There were, however, a number of informal interventions made at complainants request. The DHC spoke with the respondents in several cases and, in all but one instance, was thereby able to achieve resolutions to complaints. D. OVERVIEW OF NEW CONTACTS WITH THE DHC PROGRAM 17. During this six month reporting period, 109 individuals contacted the DHC Program with a new matter. 1 This represents average of 18 new contacts per month. 18. The volume of new contacts with the Program was distributed as follows: July August September October November December 1 Individuals who had previously contacted the Program and who communicated with the DHC during this reporting period with respect to the same ongoing matter are not counted in this number.
8 Of the 109 individuals who contacted the DHC, 72 (66%) used the telephone to make their initial contact and 37 (34%) used During this reporting period, four (4) individuals were provided services in French. The remaining clients of the Program were provided services in English. E. SUMMARY OF DISCRIMINATION AND HARASSMENT COMPLAINTS 21. Of the 109 new contacts with the Program, 36 individuals reported specific complaints of discrimination or harassment by a lawyer or paralegal in Ontario. 22. In this reporting period, 2 complaints were made against paralegals. The remaining 34 complaints were made against lawyers. There were no complaints about articling students. 23. The 2 complaints against paralegals were made by members of the public. Of the 34 complaints against lawyers, 18 (53%) were made by members of the public and 16 (47%) were made by members (including student members) of the Law Society. F. COMPLAINTS AGAINST LAWYERS BY LICENSEES 24. In this reporting period, there were 16 complaints against lawyers by members (or student members) of the Law Society. Nine (9) of these complaints were made by lawyers and 7 were made by articling students. There were no complaints about lawyers made by paralegals. 25. Of the 16 complaints by members of the Law Society, 14 (87%) were made by women and 2 (13%) were made by men. All of the student complainants were female.
9 Of the 9 complaints made by lawyers, 6 (67%) arose in the context of the complainant s employment. Of the remaining 3 complaints, one complaint was made against a lawyer who was providing a public service to the complainant, one was made about opposing counsel involved in litigation, and one was made about a lawyer with whom the complainant was professionally acquainted. 27. All of the student complaints arose in the context of the complainants employment. 28. There were 11 complaints against lawyers based (in whole or in part) on sex. Of these, Six (6) involved allegations of sexual harassment: Three (3) female students reported sexual harassment by their male principal or by a male partner in their firm. (In one case, the allegations included unwanted sexual touching and the withholding of wages for refusal to submit to sexual advances.) A female junior associate in private practice reported sexual harassment by a male partner in her firm. A female lawyer employed in a government legal office reported suffering employment reprisals for having made a sexual harassment complaint against her male manager. 2 A female lawyer reported stalking by a male lawyer with whom she was professionally acquainted. 2 This same complainant also reported racial harassment by a different supervising lawyer.
10 - 8 - Four (4) involved complaints about gender-based harassment and discriminatory behaviour by male lawyers, including inappropriate comments about women s bodies and misogynist name calling ( bitch ). Two female lawyers and one female articling student reported such behaviour by male lawyers in their workplace and one female lawyer reported such behaviour by an opposing counsel in one of her cases. One involved allegations by an articling student of discrimination in employment based on her pregnancy. 29. All of the complainants who reported sex-based discrimination or harassment were female and all of the respondent lawyers were male. 30. There were 3 complaints against lawyers based (in whole or in part) on disability: A male law student reported that an offer of articles was rescinded after the employing sole practitioner learned that he had a disability. A female articling student reported that her principal was not providing appropriate workplace accommodation relating to her disability. A male lawyer claimed that he was being subjected to discrimination based on his disability in the provision of services by another lawyer. 31. There were 2 complaints based (in whole or in part) on race. Both involved Black female lawyers who reported racial discrimination in their employment. One of these complaints was against a supervising female lawyer to whom the complainant reported (in a government legal office) and the other was against a male co-worker of the complainant in private practice.
11 There was one complaint of discrimination in employment based on family status, involving the denial of a female lawyer s request for flexible work hours to enable her to meet her parenting/childcare needs. 33. There was one complaint based on religion. A female lawyer reported that her employer made derogatory statements about her religion In summary, the number of complaints 4 by lawyers and articling students in which each of the following prohibited grounds of discrimination was raised are: sex 11 (6 sexual harassment; 1 pregnancy) disability 3 race 2 family status 1 religion 1 Grounds Raised in Complaints against Lawyers by Members of the Bar Sex Disability Race Family Status Religion 3 This complainant also reported the use of inappropriate sexist language by a male coworker. 4 The total number exceeds 16 because a number of complaints involved multiple grounds of discrimination.
12 G. COMPLAINTS AGAINST LAWYERS BY THE PUBLIC 35. During this reporting period, there were 18 complaints against lawyers made by members of the public. 36. Thirteen (72%) of the public complaints were made by women and 5 (28%) were made by men. 37. Of the 18 public complaints: Twelve (12) involved clients complaining about the conduct of their own lawyer; Four (4) involved litigants complaining about the conduct of opposing counsel in their cases; and Two (2) involved employment-related complaints by individuals working in law firms. 38. There were 9 complaints from members of the public based (in whole or in part) on sex: Seven (7) of these complaints involved allegations of sexual harassment: Five (5) of these consisted of complaints by clients about sexual harassment by their own lawyer. One complaint was by a litigant who alleged that she was being sexually harassed by the opposing counsel in her case.
13 One complaint was by a legal assistant employed in a law firm who reported sexual harassment by her boss. Six of the sexual harassment complainants were female and all of the respondent lawyers were male. One of the sexual harassment complainants was male, but he was calling on behalf of his female partner who he claimed had been subjected to sexual harassment by her male lawyer. One client complained about sexist remarks and discriminatory treatment by her male lawyer based on her pregnancy. One man complained about the anti-male (and ageist) discriminatory recruitment and hiring practices of a lawyer who advertised a job posting for a young female legal assistant. 39. There were 8 complaints from members of the public based on disability: Three (3) litigants with disabilities complained about the discriminatory conduct and/or derogatory comments of opposing counsel in their cases. Five (5) clients complained about their lawyers failure to accommodate their disability-related needs by providing accessible legal services. 40. There was one complaint from the public based on race. A client complained about derogatory racist language used by his lawyers. 41. There was one complaint from the public based in part on age. As previously mentioned, a man complained about a lawyer who advertised a job posting for a young female legal assistant.
14 In summary, the number of public complaints 5 in which each of the following grounds of discrimination was raised are as follows: sex 9 disability 8 race 1 age 1 Grounds Raised in Complaints by Members of the Public Sex Disability Race Age H. COMPLAINTS AGAINST LAWYERS BY PARALEGALS 43. During this reporting period, there were no complaints about lawyers by paralegals. 5 The total of these numbers exceeds 18 because one of the complaints involved multiple intersecting grounds of discrimination.
15 I. COMPLAINTS AGAINST PARALEGALS 44. During this reporting period, there were 2 complaints against paralegals. 6 Both were made by members of the public and both were based on the prohibited ground of sex: A female client complained about gender based discriminatory language used by a male paralegal who was representing her; and A woman complained about sexual harassment by a male paralegal with him she was acquainted. G. GENERAL INQUIRIES 45. Of the 109 new contacts with the DHC during this reporting period, 20 involved general inquiries about matters within the mandate of the DHC program and did not involve reports of misconduct by licensees. H. MATTERS OUTSIDE THE DHC MANDATE 46. During this reporting period, the DHC received 45 calls and s relating to matters outside the Program s mandate. 47. These contacts included complaints about paralegals and lawyers that did not involve allegations of discrimination or harassment based on human rights grounds (such as allegations of unethical behaviour, confidentiality breaches, bullying, or incivility). They also included complaints about discriminatory and/or 6 There were three additional complaints about the conduct of paralegals, but they did not raise issues of discrimination or harassment based on human rights grounds. They involved allegations of bullying and intimidation. The data regarding these complaints are captured later in this report, in the section about contacts outside the mandate of the DHC program because harassment complaints only fall within the mandate of the program if they include allegations of harassment based on prohibited grounds enumerated in the Ontario Human Rights Code and the Law Society s Rules.
16 harassing conduct by non-licensees, such as judges, landlords and non-legal employers. 48. Several individuals contacted the DHC to obtain a referral to a lawyer to deal with a harassment or discrimination case. They were referred to the Law Society s Lawyer Referral Service. 49. An explanation of the DHC s mandate, role and duties was provided to each person who called with a matter outside the Program s mandate. Some of these individuals were referred to other agencies for assistance. 50. Although there are a number of these outside mandate contacts during every reporting period, they typically do not consume much of the DHC s time or resources, since we do not assist these individuals beyond their first contact with the Program. J. PROMOTIONAL ACTIVITIES 51. The LSUC maintains a bilingual website for the DHC Program. During this reporting period, the website content was reviewed and updated. The new revised website should be on-line shortly. It will be fully compliant with the requirements of the Accessibility for Ontarians with Disabilities Act. 52. Throughout this reporting period, periodic advertisements were placed (in English and French) in the Ontario Reports to promote the DHC Program. In addition, French and English brochures (updated in 2013) continued to be placed in circulation in legal clinics, law firms, community centres, libraries, government agencies, faculties of law, etc. 53. The DHC works closely with the Law Society s Director of Equity (Josée Bouchard) to design and deliver Discrimination and Harassment Prevention and
17 Violence Prevention workshops to law firms across Ontario and also within the Law Society (for Law Society managers and staff). In addition to delivering important educational content, these workshops also serve as a useful opportunity to promote awareness of the DHC Program s services.
REPORT OF THE ACTIVITIES OF THE DISCRIMINATION AND HARASSMENT COUNSEL FOR THE LAW SOCIETY OF UPPER CANADA For the period from January 1, 2012 to June 30, 2012 Prepared By Cynthia Petersen Discrimination
TAB 7.1.1 REPORT OF THE ACTIVITIES OF THE DISCRIMINATION AND HARASSMENT COUNSEL FOR THE LAW SOCIETY OF UPPER CANADA For the period from January 1, 2015 to June 30, 2015 Prepared By Cynthia Petersen Discrimination
Michigan State University Office of Institutional Equity COMPLAINT PROCEDURES The Office of Institutional Equity ( OIE ) is responsible for ensuring the University s compliance with federal and state laws
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
UNIVERSITY OF MALTA Policy and Procedures for Dealing with Complaints of Sexual Harassment SCOPE The sexual harassment policy applies to all those who work and study at the University of Malta. Any reference
Complaint Policy and Procedure Policy Statement This policy is intended to provide fair and prompt consideration to all staff complaints. The University encourages all staff to use the complaint procedure
Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People
1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
The University of Texas at Austin University Hello and welcome. This portion of the Compliance Program will introduce you to the topic of Employment Discrimination, and the University's policies and procedures
PART THREE: TEMPLATE POLICY ON GENDER-BASED VIOLENCE AND THE WORKPLACE Draft Organization s Bulletin The Secretary-General, for the purpose of preventing and addressing cases of Genderbased Violence (as
1 SAMPLE WORKPLACE VIOLENCE POLICY Please note that this is a generic template. Bill 168 requires that each employer identify the specific risks associated with each of their worksites, develop procedures
The Canadian Association of Somali Lawyers Ms. Josee Bouchard Director, Equity Initiatives Department The Law Society of Upper Canada Osgoode Hall 130 Queen Street West Toronto, ON, M5H 2N6 March 15, 2015
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational
Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based
City of Toronto Human Rights and Anti-Harassment Policy TABLE OF CONTENTS 1.0 Policy Statement...3 2.0 Application...3 3.0 Roles And Responsibilities...4 4.0 Definitions...7 5.0 Harassment And Discrimination
DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer
Human Resource Services Procedure # 4-134 Effective : 05.05.95 Revision : 03.12.96 Revision : 06.09.99 Revision : 03.31.14 HUMAN RIGHTS COMPLAINT RESOLUTION PROCEDURE COMMITMENT: Georgian College is committed
PSYCHOLOGICAL HARASSMENT POLICY Marianopolis College in accordance with the Quebec Charter of Human Rights and Freedoms respects the dignity of everyone in the College Community. The College is committed
State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.
CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions
STUDENT PROTECTION FROM DISCRIMINATION AND HARASSMENT The Law School has been embracing diversity and equal opportunity since its founding in 1899. Our founders believed that a legal education should be
The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being
INTRODUCTION PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Company has framed a policy
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,
Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT I. COVERAGE SEXUAL HARASSMENT POLICY This Policy Statement is addressed to all Court Services and Offender Supervision
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT It is the policy of North Carolina Wesleyan college that unlawful gender discrimination in any form, including sexual
POLICY NUMBER: CL CG 04 57 07 09 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. EMPLOYMENT-RELATED PRACTICES LIABILITY ENDORSEMENT This endorsement modifies insurance provided under the
WHAT YOU NEED TO KNOW ABOUT EEO Publication 133 October 2012 WHAT YOU NEED TO KNOW ABOUT EEO Publication 133 October 2012 Contents Introduction 3 EEO Laws 4 Administrative Process for Complaints of Illegal
EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division
BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
COMPLAINTS IN RETIREMENT HOMES This article was originally published in ACE s Spring/Summer 2013 Newsletter which is available at www.acelaw.ca Conflicts may arise in any type of housing. Retirement homes
Resolution Agreement Southern Virginia University Case Nos. 11-14-2288 and 11-14-2290 Southern Virginia University (the University) agrees to fully implement this resolution agreement (the Agreement) to
PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank [ PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank February 2003 [ CONTENTS Page No. Foreword v Commitment
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
THE LAW SOCIETY OF UPPER CANADA PREVENTING AND RESPONDING TO WORKPLACE HARASSMENT AND DISCRIMINATION: A GUIDE TO DEVELOPING A POLICY FOR LAW FIRMS March, 2002 INTRODUCTION... 4 WHY LAW FIRMS NEED WRITTEN
2015 LSU Agricultural Center Training on Title IX and Sexual Harassment SUPPLEMENTAL MATERIAL Under various Louisiana and federal laws and regulations, employees are required to receive training annually
Indian Institute of Management Bangalore (IIMB) Prevention of Sexual Harassment of Women at Workplace Guidelines General Information Preamble Prevention of Sexual Harassment of Women at Workplace or the
STATE OF VERMONT OFFICE OF THE ATTORNEY GENERAL CIVIL RIGHTS UNIT EMPLOYMENT DISCRIMINATION QUESTIONNAIRE Does your complaint involve employment? If your answer is NO, the Attorney General's Office Civil
Policy on Dignity and Respect (Students) Scope and Purpose of the Policy This policy relates to all students of DMU. Every student is personally liable under the Equality Act and is expected to treat staff
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
A Just Alternative or Just an Alternative? Mediation and the Americans with Disabilities Act by Paul Steven Miller Originally published in 62 OHIO ST. L.J. 11 (2001). I. Introduction Over the years, the
What is the difference between Harassment, Bullying and Discrimination? The terms harassment, bullying and discrimination are used interchangeably but actually have very different legal meanings and remedies.
SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition
Challenges Faced in a Harassment Investigation By: Lauren M. Bernardi This article outlines five of the most common challenges faced during a harassment investigation and provides strategies for responding
King s College Policy on Prevention of Sexual Harassment A. Policy Statement King s College is committed to eliminating any form of discrimination against all permanent and contract staff, students and
POLICY ON HARASSMENT, SEXUAL HARASSMENT AND DISCRIMINATION PROHIBITED BY LAW Last revised by: Senate December 4, 2013 Minute IIB4 Executive Committee January 16, 2014 Minute 11.1 Effective date: February
BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,
THE GENERAL INSURANCE OMBUDSERVICE Terms of Reference for Dispute Resolution The General Insurance OmbudService (GIO) is an independent not-for-profit corporation, created in 2002, with the sole purpose
2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence
3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination
Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or
PAHO POLICY ON THE PREVENTION AND RESOLUTION OF HARASSMENT IN THE WORKPLACE October 2012 PAHO Policy on the Prevention and Resolution of Harassment in the Workplace PAHO Policy on the Prevention and Resolution
What you need to know about Massachusetts Transgender Rights Law October 2013 On November 23, 2011, Governor Deval Patrick signed into law H3810, An Act Relative to Gender Identity. This law adds gender
Dave L. Armstrong, Esq. Vice President for Enrollment and Legal Counsel Notre Dame College 4545 College Road South Euclid, Ohio 44121 Dear Mr. Armstrong: Re: OCR Docket #15-09-6001 I am pleased to confirm
University of Illinois at Chicago Student Sexual Misconduct and Sexual Violence Interim Policy Introduction The University of Illinois at Chicago is committed to creating a safe and secure community for
Ontario Human Rights Commission Sexualized and gender-specific dress codes Frequently Asked Questions 1. Why is the OHRC focusing on this issue? In November 2015, concerns started appearing in the media
ORDINANCE 17 : PREVENTION OF SEXUAL HARASSMENT 1.0 Definition Sexual Harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as (a) (b) (c) (d) (e) Sexually
Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the
1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and
DISCIPLINARY PROCEDURE 1. Purpose and Scope 1.1 The Company s procedure is designed to help and encourage all workers to achieve and maintain standards of conduct, attendance and job performance. The Company
Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,
Paralegal Professional Conduct Guidelines ~Effective October, 2008~ Amendments Current to June 2010 Introduction INTRODUCTION TO THE PARALEGAL PROFESSIONAL CONDUCT GUIDELINES Purpose 1. Under the Law Society
COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on
Your guide to Workplace bullying prevention and response October 2012 Contents 1. Introduction 1 2. Workplace bullying and OHS law 2 3. Prevention 3 3.1 Policies and procedures 3 3.2 Information, instruction,
LAWYER TO LAWYER MENTORING PROGRAM WORKSHEET Q INTRODUCTION TO REPORTING LAWYER MISCONDUCT OR UNFITNESS Worksheet Q is intended to facilitate a discussion about a lawyer s obligation to report lawyer misconduct
Human Resources People and Organisational Development Disciplinary Procedure for Senior Staff AUGUST 2015 1. Introduction 1.1 This procedure applies to Senior Staff. Senior Staff includes: 1.1.1 the Vice-Chancellor
Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best
HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth
A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT www.chrc-ccdp.ca March 2007 HOW TO REACH THE CANADIAN HUMAN RIGHTS COMMISSION If you need more information or would like to order other publications, please
Bender s Article on MCAD Sexual Harassment Guidelines The Massachusetts Commission Against Discrimination s Sexual Harassment Guidelines: Blueprint for Proper Behavior in the People s Republic of Massachusetts
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal