Released on April 23, 2007
The Government of Saskatchewan is undertaking several significant measures aimed at ensuring harassment free and respectful workplaces for Saskatchewan employees as part of its commitment to making Saskatchewan the best province in Canada for working families.
An expanded definition of harassment under The Occupational Health and Safety Act, 1993 has been introduced and will be considered by the Legislative Assembly. The new definition of harassment includes expanded language to address personal harassment in the workplace, such as abuse of power and bullying. Changes will also be made to the public service anti-harassment policy, and a new model for delivering human resource management services in government will be developed.
“Saskatchewan has been a leader in progressive labour legislation, and we are taking action to strengthen workers' rights against personal harassment,” Labour Minister David Forbes said. “No one benefits when abusive behaviour is allowed to continue. The expanded definition of harassment will ensure workers are protected while preserving an employer’s ability to manage their employees. It is important that we continue to work with businesses and labour organizations to find ways that we can better address these challenges. That is why I have asked the Occupational Health and Safety Council, with equal representation from business and labour, to provide input on the implementation of these changes.”
In 1993, Saskatchewan became the first Canadian jurisdiction to include harassment under its occupational health and safety legislation. Today, Saskatchewan is one of four provinces requiring employers to protect workers from harassment in the workplace. The definition of harassment currently in use is based on The Saskatchewan Human Rights Code, first established by the government of Tommy Douglas. This expanded definition of harassment will ensure our policies keep pace with the changing times.
The anti-harassment policy for government departments was last reviewed in 2003, resulting in a policy of zero tolerance for harassment, additional supports for managers and employees, and a more rigorous and accountable process for addressing workplace harassment in the public service.
“Our current policy is meeting our goal of providing protection to workers in the public service, and we want to ensure that Saskatchewan continues to be a leader in this area,” Minister responsible for the Public Service Commission Pat Atkinson said. “I have asked the Public Service Commission to ensure the anti-harassment policy is as clear and comprehensive as possible and includes the new definition of harassment. The Public Service Commission will also develop more approaches to educate employees of the public service.
“It is important to ensure that our anti-harassment policy is constantly evolving to meet the needs of our employees,” Atkinson said. “By streamlining the process for an employee to make a complaint and clearly designating a senior person in each department who is responsible and accountable for dealing with these complaints we have strengthened our approach to dealing with harassment in the workplace.
“In addition, I have asked the PSC to develop a model for a more consolidated approach to human resource management within the public service.”
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For more information, contact:
Shelley Banks
Public Service Commission
Regina
Phone: 306-787-6479
Natosha Lipinski
Labour
Regina
Phone: 306-787-3716