What's important is that an employer still has the right to manage employees.
The right to manage remains important. For example, as an employer, I have the right to manage deadlines, and if the deadlines I manage are reasonable, no one can say that I'm harassing my employee. It is all in how things are done. If someone does not meet the job requirements and is suspended for a day, is this harassment?
Since 2004, when the act came into force in Quebec, there have been several complaints like this. Complaints were filed by an dissatisfied employee, an employee who had a conflict with his boss, or an employee who felt that his boss was giving him too much work, for example.
You have to really manage the performance, to do it in a good way and to make sure you respect the working conditions and the rest. We must therefore be able to do it without being told that we are harassing someone.
I don't know if I am clarifying my point. Certainly if, in a certain environment, an employer suspends his employee for a day and informs him by shouting it, that would be unacceptable. However, suspending the employee for a day is perfectly fine, if the gradation of penalties has been followed.
Often the sound management of resources is adequate, but it is the behaviours that can constitute harassment.