Create a harassment prevention policy. (9) The director of occupational health and safety shall serve a copy of a decision made pursuant to subsection (8) on all persons who are directly affected by the decision. The Registrar of the Labour Relations Board is informed that an appeal has been filed. “I would like to apologize to my family, friends and the children of Saskatchewan and to the staff members of the advocate’s office,” Corey O’Soup said in a … It provides general guidelines for all Saskatchewan Health Authority facilities and staff. (a) implement the policy developed pursuant to subsection (1); and. Box 6011, Saskatoon SK S7K 4E4. (8) After conducting an appeal in accordance with this section, the director of occupational health and safety shall: (a) affirm, amend or cancel the decision being appealed; and. REGINA – Saskatchewan’s advocate for children and youth has resigned following multiple complaints of harassment. A committee is to: Most workplaces in Saskatchewan are provincially regulated. Sexual harassment is a form of discrimination that’s against the law. Preventing workplace harassment is a legislated requirement and identifying hazards that could potential lead to harassment should be addressed in the workplaceâs hazard assessment. This policy utilizes the definition of harassment as set out in The Saskatchewan Employment Act. (2) An adjudicator appointed pursuant to subsection (1): (a) holds office at pleasure for a term not exceeding three years and until a successor is appointed; and. More information is available on the Government of Saskatchewan website. (2) An interview held pursuant to subsection (1) is to be held in the absence of persons other than: (a) a person nominated to be present by the person being interviewed; and. Regardless of where you live in Canada, most provinces have occupational health & safety legislation with “general duty” requirements for your employer to protect your health & safety in the workplace, and this includes protecting you from workplace violence. (a) take reasonable care to protect his or her health and safety and the health and safety of other workers who may be affected by his or her acts or omissions; (b) refrain from causing or participating in the harassment of another worker; (c) cooperate with any other person exercising a duty imposed by this Part or the regulations made pursuant to this Part; and. Define what you mean by workplace bullying (or harassment or violence) in precise, concrete language. Please note, the Director of Occupational Health and Safety and the Occupational Health and Safety Division will not advocate for either party within the appeal process. Under the Saskatchewan Occupational Health and Safety Regulations (Regs. WorkSafe Saskatchewan offers training for OHS Committees. Also, we can provide onsite ohs training(s) at your locations. (b) any further period permitted by the director of occupational health and safety. (4) Subject to subsection (10) and section 3-54, an appeal pursuant to subsection (1) is to be conducted by the director of occupational health and safety. This Court will then determine if it will hear the appeal. (b) if a provision refers to any matter or thing that an employer is required to do in relation to a place of employment, the provision applies to every place of employment of that employer, unless the context requires otherwise. Parts III and IV of The Saskatchewan Employment Act outline the appeal processes for occupational health and safety matters, harassment and discriminatory action. Saskatchewan Health Authority (SHA), Occupational Health & Safety Services (OHS) cannot guarantee the currency or accuracy of any printed policy. (4) To constitute harassment for the purposes of paragraph (1)(l)(i)(B), either of the following must be established: (a) repeated conduct, comments, displays, actions or gestures; (b) a single, serious occurrence of conduct, or a single, serious comment, display, action or gesture, that has a lasting, harmful effect on the worker.
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