Employers working to end domestic violence
Recent amendments to the Canada Labour Code (the “Code”) has increasingly focussed on workplace violence and family violence. Bills C-63, C-65, and C-86 each amended the Code to add sections addressing workplace harassment, workplace violence, and family violence. For example, Bill C-63 will provide employees with 10 days of leave for reasons related to family violence. Bill C-86 made five of those days paid after 3 months of continuous work. Bill C-65 adds and updates the Code to address workplace harassment and violence, and it is expected that Regulations under C-86 will include obligations on employers to address violence perpetrated by a third party as well as require employers to outline how their workplace will deal with family violence in their policies.1
In addition, Federally regulated employers are subject to the Canadian Human Rights Act, and in some cases, the Charter of Rights and Freedoms, and have obligations under those acts.
This policy builder has been developed to support Federally regulated employers. Having a comprehensive domestic violence policy in your workplace is more than just the ‘right thing to do’. It also makes business sense.
A 2014 Canadian study found that 1 in 3 workers will experience domestic violence in their lifetime and 53% will experience it while at work. The cost to business is significant in areas such as lost productivity, accommodations, coverage for sick days and recruitment/training for employees who leave. Failure to appropriately accommodate or provide a safe work environment can also put employers at risk to human rights and civil claims and corresponding costs and monetary and systemic liability.
An effective policy will make a difference to your bottom line and to employees experiencing or committing domestic violence. The workplace is often the only place a victim feels safe. It is also the place where victims can be found by abusive partners, compromising safety for the entire organization. Preparing all workers to take steps when warning signs are first noticed is the way forward. Your policy is the roadmap.
More information is available at: www.ourwebsite.ca
1 See Proposed Regulatory Framework: Harassment and Violence - https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/consultation-harassment-violence.html