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Human Resources committee  It hasn't been direct. Yes.

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  That comes down to how you enforce the legislation. I don't know if you can specifically regulate that or legislate that. You have your set rules. If they're not followed, then what's the process for dealing with it? It's what I mentioned earlier with regard to making sure you

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  They could sue the employer, or you could build in, as an enforcement mechanism, that they have the ability to make a complaint to the government with regard to that, and then they can have an independent investigator, an officer or investigator, look into it to see whether or no

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  That's a very important part of the process. You're going to get a lot of strong reaction, one way or the other, from the employees in your workplace as well. Generally, in my experience, when anyone comes forward, there always will be camps of employees with regard to the compla

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  There is some definite language you can add to make it stronger. I didn't see anything in there with regard to minimums. As I mentioned earlier, there are no reprisals if you come forward with an allegation or you participate as a witness, as long as you do so in good faith and y

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  I believe that—and I could come up with one right now—what the definition of harassment or violence would be.... You need that general one that everybody understands built into the legislation. It's either common—like violence, for example—or conduct that could result in physical

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  With regard to what we can regulate, we can regulate how people treat each other inside of the workplace. With regard to people going out and making public statements and dealing with them publicly, we can't regulate that, but I think we as a society and we as people reacting to

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  If it's done in the industry as a whole, I think that's fair. Doing it by region, I think, could lead to those issues that you raised.

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  That's difficult, because there are fewer resources and less anonymity. The employee is going to feel much more exposed. They're probably going to feel much more intimidated coming forward. In my experience, the size of the organization shouldn't matter in their obligations in

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  I think the regulations would be helpful. I'm always conscious of over-micromanaging situations as well and making it difficult for employers to function. However, depending on how it's done, if they're not going to do it on their own and it becomes a problem or is demonstrated t

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  It does, because language as it's currently drafted says that the employee reports to their supervisor. That's too closed. You need to expand that to be the employer's supervisor, and then perhaps have a subsection saying that when the person involved in the allegations is the em

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  No, I don't think the report itself, especially if it's with regard to a sexual harassment situation.... You do as much as you possibly can, as an investigator, to make sure that the witnesses aren't identifiable either. To a certain extent, exposing the entire report undermines

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  I think it falls along the same line as what we were discussing with some of the other definitions. That might be better put in one of the regulations or.... “Competent” should mean someone who's had training, who's done it before. In Ontario some of it is built into the legisla

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  I think a general definition is a very good idea. I never caution against the general one. It's the specific one, saying it's limited to these set people, that would be problematic.

February 22nd, 2018Committee meeting

Sheryl Johnson

Human Resources committee  That wouldn't be appropriate—

February 22nd, 2018Committee meeting

Sheryl Johnson