Start Intimidating behaviour in the workplace

Intimidating behaviour in the workplace

However, he or she does not need to have the capacity to appreciate that these actions could cause physical harm.

Disclaimer: This resource has been prepared to help the workplace parties understand some of their obligations under the Occupational Health and Safety Act (OHSA) and regulations. It is not intended to replace the OHSA or the regulations.

For further information please see full disclaimer.

This definition of workplace harassment is broad enough to include all types of harassment prohibited under Ontario’s Human Rights Code, including sexual harassment.

See Section 4.4 of this guide for the list of prohibited grounds of harassment under the Code.

For example, if a worker was not scheduled for shifts solely because of his or her sexual orientation, this would likely be workplace harassment.

Differences of opinion or minor disagreements between co-workers would also not generally be considered workplace harassment.

Workplace harassment also includes what is often called “psychological harassment” or “personal harassment.” The comments or conduct typically happen more than once.

They could occur over a relatively short period of time (for example, during the course of one day) or over a longer period of time (weeks, months or years).

Reasonable management actions would be part of a manager’s or supervisor’s normal work function, and could include changes in work assignments, scheduling, job assessment and evaluation, workplace inspections, implementation of health and safety measures, and disciplinary action.

If these actions are not exercised reasonably and fairly they may constitute workplace harassment.

Jessi brings 20 years experience to her coaching role.