More than 1,000 Canadians provided views on how employers should provide support
GATINEAU, QC, April 26, 2019 /CNW/ - All Canadians deserve a workplace that is free from harassment and violence. That is why the Government of Canada took action with Bill C-65, legislation to better protect federally regulated workplaces from unacceptable behaviours. The legislation received Royal Assent last October and will come into force in 2020. To ensure these regulations are robust and respond to the needs of the diverse workplaces where they will apply, the Government asked Canadians and stakeholders for their feedback on the proposed regulations.
Today, the Government of Canada is releasing the findings from the online consultation in its report, Workplace Harassment and Violence Prevention Regulations – What We Heard. More than a thousand Canadians shared their views on what should be included in workplace harassment and violence prevention policies and the kind of support employers should provide.
The government also consulted with stakeholders from across Canada through roundtables and web conferences. Federally regulated employers, employee representatives, subject matter experts and advocacy groups, among others, shared their insights on the initial proposed regulations.
The insights gathered have been carefully considered to help shape the new workplace regulations. The revised proposed regulations are now in the Canada Gazette, Part I, and will be available for public comment for the next 30 days. Canadians are encouraged to provide additional feedback before the regulations are finalized.
"When we can count on safe and inclusive workplaces, we are all better off. Our government introduced Bill C-65 to ensure Canadians from coast to coast to coast have safer workplaces. I would like to thank everyone who participated in this consultation. Changing workplace culture is a process, but with your help, employers and employees will be better equipped to prevent, respond and support each other as we drive this important change."
– The Honourable Patty Hajdu, Minister of Employment, Workforce Development and Labour
- The Government of Canada held public consultations in 2017 to better understand the types of harassing and violent behaviours that take place in Canadian workplaces. Of those who responded to the online consultation: 60 percent reported having experienced harassment; 30 percent said they had experienced sexual harassment; and 21 percent reported experiencing violence.
- Starting in 2018–19, the Government committed $34.9 million over five years, with $7.4 million per year ongoing, to support Bill C-65. Of this commitment, $3.5 million annually will be dedicated to grants and contributions through the Workplace Harassment and Violence Prevention Fund. The fund's main objective is to support projects that co-develop sector-specific tools and resources related to harassment and violence prevention, including tools and resources for psychological health and safety, with the goal of supporting behavioural changes in the workplace. It will also provide guidance to workers regarding Bill C-65 once it is in force, and will support the co-development and delivery of mandatory training included in the regulations.
- Bill C-65 defines harassment and violence as any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.
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Harassment and Sexual Violence in the Workplace – What We Heard report
Federally Regulated Businesses and Industries
SOURCE Employment and Social Development Canada
For further information: For media enquiries, please contact: Véronique Simard, Press Secretary, Office of the Honourable Patty Hajdu, P.C., M.P., Minister of Employment, Workforce Development and Labour, [email protected]rhdcc.gc.ca, 819-654-5611; Media Relations Office, Employment and Social Development Canada, 819-994-5559, [email protected]