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Everyone has the right to a healthy and safe work environment.
The Saskatchewan Employment Act outlines the rights and responsibilities of employers and workers to ensure Saskatchewan workplaces are free of harassment.
There are three types of harassment defined in the Act:
Who is considered a worker has been expanded in the definition of harassment in the Act to include:
Harassment based on prohibited grounds includes any inappropriate conduct, comment, display, action or gesture by a person that:
Certain types of conduct not specifically directed at an individual, such as displaying a poster or making comments that are overheard by another worker, can be considered harassment based on prohibited grounds.
Personal harassment is sometimes referred to as bullying. It includes any inappropriate conduct, comment, display, action or gesture by a person that:
Typically, personal harassment involves repeat occurrences. A single incident may also constitute personal harassment if serious or severe and is shown to have a lasting harmful effect on a worker.
Personal harassment may include:
All incidents of inappropriate conduct should be appropriately addressed to ensure the workplace remains respectful and harassment free.
Sexual harassment may be verbal, physical or visual. It may be one incident or a series of incidents. It is always unsolicited and unwelcome behaviour, and can take many forms, including but not limited to:
Creating and maintaining a harassment-free workplace takes commitment. Good management practices can help create a respectful workplace, including:
The Saskatchewan Employment Act requires all employers to develop and implement a harassment policy within their workplace.
The Harassment Prevention Guide shows employers:
Awareness and commitment to harassment-free workplaces can be encouraged in a variety of ways. Employers should promote awareness through information meetings and training on harassment prevention. Training can include:
If you have experienced or observed harassment in your workplace, you must report it to your employer to first try to resolve the issue internally. Reference the organization's harassment policy for information on reporting options and investigation process.
If your employer has failed to take reasonable steps to address the harassment, as a worker you can request the assistance of the Ministry of Labour Relations and Workplace Safety's Occupational Health and Safety Branch.
All workers, including independent contractors, secondary and post-secondary students, and volunteers have a responsibility to ensure appropriate conduct in the workplace.
Workers are required to refrain from causing or participating in the harassment of another worker. They must also co-operate with harassment complaint investigations.
Employers also have the responsibility in ensuring a harassment-free workplace. By law, an employer must:
Day-to-day management or supervisory decisions are not considered to be harassment even if they sometimes involve unpleasant consequences. These include:
Managerial actions must be carried out in a manner that is reasonable and not abusive.
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