Who is this training for?
Professionals, executives, HR advisors and those responsible for applying the organization’s incivility, violence and harassment policy.
Description
The main objective of this training is to help participants understand the issues associated with sexual or discriminatory harassment or microaggressions and apply them to the admissibility analysis criteria for a harassment complaint. This makes it possible to confirm whether the behaviour reported to the employer constitutes sexual or discriminatory harassment. Understanding the guiding principles of complaint admissibility analysis and the associated best practices is crucial to ensure the complaint procedure is conducted fairly and respects the rights of the parties involved.
Objectives
- Understand the issues associated with the admissibility analysis of a sexual or discriminatory harassment complaint
- Identify the admissibility criteria for a sexual or discriminatory harassment complaint
- Define microaggression, learn how to identify and analyze it using the admissibility analysis criteria for a sexual or discriminatory harassment complaint
- Apply theory to practical situations
- Adopt the best practices
- Expand your understanding of the substantive elements of the definition of sexual or discriminatory harassment and the associated assessment factors
Content
- The employer’s legal obligations
- The union’s role and responsibilities
- Interim measures implemented during the review of the situation
- Admissibility criteria for a sexual or discriminatory harassment complaint
- Definition of sexual harassment and discriminatory harassment
- Case law interpretations of admissibility criteria
- Admissibility analysis and complaint severity
Teaching mode
Theory presentations, hands-on exercises and case studies.
