Understanding Harassment in the Modern Remote Work Landscape
For some, the term workplace harassment might conjure images of bad behaviour at the workplace. This could include mean-spirited pranks, bullying or intimidating a colleague, or even sexual misconduct. Regardless, workplace harassment is usually envisioned as something that happens at work. That is, in the physical workplace.
What does that mean for remote workers? Does it mean that they’re spared from workplace harassment? After all, they work at home! There’s no one around to give them a hard time, bully them, or treat them in otherwise harassing or inappropriate ways. Right? Wrong. Workplace harassment in today’s digital era is a real threat to employee wellbeing and organizational safety. |
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Harassment can still happen in remote work settings.
What is Workplace Violence and Harassment?
Bills 168 defines workplace, workplace violence, and workplace harassment. Bill 132 expanded the definitions to include definitions for sexual harassment. Essentially, workplace violence and harassment, including sexual violence and harassment, is behaviour that is unwelcome or ought reasonably to be known to be unwelcome. For example:
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Ontario’s Occupational Health and Safety Act holds employers responsible to prevent workplace violence and harassment. To prove their due diligence in preventing such, Ontario employers are required to:
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The Workplace Violence and Harassment Policy covers you even when you work remotely.
Harassment in the Modern Remote Work Landscape
The workplace violence and harassment policy extends to all aspects of the workplace, including vehicles, parking lots, satellite offices, and yes – remote workplaces including your home. That means the workplace violence and harassment policy covers you even when you’re working remotely.
Harassment can still happen in remote work settings. For example, if a colleague threatens to punch a co-worker face-to-face, that’s workplace violence. If the same threat is made over the phone, through a text, or during a video call, it’s still workplace violence and is subject to discipline as outline in your organization’s workplace violence and harassment policy.
Harassment can still happen in remote work settings. For example, if a colleague threatens to punch a co-worker face-to-face, that’s workplace violence. If the same threat is made over the phone, through a text, or during a video call, it’s still workplace violence and is subject to discipline as outline in your organization’s workplace violence and harassment policy.
Not only are violence and harassment still possibilities when working from home, but the risk for increased digital harassment is increased due to technology being the primary mode of communication for remote workers. Examples include:
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Make Expectations ClearIt’s a good idea to provide workplace violence and harassment training and review the policy with staff if there have been a lot of changes in the wake of COVID-19, such as remote work programs or the implementation of new technologies for communication. Remind them all that they are expected to act in accordance with that policy, regardless of where they physically work.
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Trust MidSouthWest Training and Consulting
MidSouthWest Training and Consulting offers Workplace Violence and Harassment Training. We also offer consulting services, and we can help you assess and strengthen an existing workplace violence and harassment policy and program or create one for you. You can trust MidSouthWest Training and Consulting to provide you with cost-effective training solutions tailored to meet your organization’s unique health and safety needs.
To learn more, contact us online or call 289.309.1143. Visit us 24/7 on the web at midsouthwest.ca.
To learn more, contact us online or call 289.309.1143. Visit us 24/7 on the web at midsouthwest.ca.
Last updated November 15, 2021