Home|Audio Conferences|You Can't Say That at Work!

You Can't Say That at Work!: Charting a course through harassment, insubordination, defamation and free speech

Tuesday, March 27, 2018, 12:30 pm - 2:00 pm EDT

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Judith Begley

Begley Landry


Russell MacCrimmon

Employer Counsel
Bird Richard
Kaity Cooper

Legal Counsel
Hospital Employees' Union


In the wake of numerous allegations of sexual harassment made against high-profile men, workplace behaviour, including speech, has become the subject of intense scrutiny. While certain types of comments or language might be clearly unacceptable in the workplace, there are many instances in which it may be difficult to draw the line between acceptable and unacceptable speech. For example, it is often difficult to draw the line between acceptable and unacceptable workplace jokes – what seems funny to one worker may be hurtful to another. In this session, experienced employer and union counsel focus on types of workplace communication that can be problematic, focusing on the "grey areas" and providing guidance on determining what can and cannot be said in the workplace. Specific questions to be addressed include:

Sexual harassment:

  • What is the line between complimenting a co-worker or subordinate and sexual harassment? Is there any room in the workplace for comments on personal appearance or clothing?
  • When will friendliness or flirtation be considered sexual harassment? Can sexual harassment still be established if an employee welcomed or did not voice objection to past flirtation or comments?
  • In an effort to prevent employees from receiving potentially unwanted attention at work, are employers legally permitted to institute workplace rules/policies that prohibit romantic relationships between co-workers? Is this an effective strategy for reducing sexual harassment?

Other harassment:

  • When do comments cross the line from good-humoured ribbing to harassment? Can an objective standard for workplace joking be set, or is it a subjective "judgment call" whether a joke crosses the line? What role, if any, should the culture of the workplace play in determining what is acceptable and what is not?
  • When does gossiping constitute harassment? What, if anything, can be done about rumours without a known source?
  • When does "management" become bullying? How can you distinguish between bullying and an aggressive management style, a difficult personality or simple insensitivity on the other?

Free speech, defamation and insubordination:

  • Do employees have any freedom to express criticism of their employers? Can employees be disciplined for criticism of the employer voiced to co-workers? How far do the constitutional principles of freedom of expression and freedom of association extend in protecting online communications by union members?
  • When can an employee be disciplined or dismissed for expressing an unpopular political or religious opinion publicly while off-duty? What freedom, if any, do employees have to discuss religious or political views in the workplace?
  • What potential liability does an employer face as a result of providing a reference that an employee claims is defamatory? What measures can an employer take to minimize this potential liability? Besides references, what other employer comments regarding an employee might be considered defamatory?


HRPA Continuing Professional Development

The Human Resources Professionals Association (HRPA) has approved Lancaster House as a Continuing Professional Development Partner, guaranteeing that participation in our audio conferences will be accepted by the HRPA for CPD credit.

HRMA Continuing Professional Development

This audio conference has been approved by the HRMA for 1.5 CPHR recertification credits.

Lancaster House CPD
  • CPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
  • Each audio conference has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
  • Each audio conference has been approved by the Law Society of New Brunswick for 1.5 Continuing Professional Development hours.
  • Members of the Nova Scotia Barristers Society may count this program for 1.5 Continuing Professional Development hours.
  • Members of the Law Society of Saskatchewan should contact their Law Society regarding CPD approval.
  • CPD hours for this event can be logged online, through your CPHR Alberta member profile.
  • This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.

Additional Information

Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each audio conference is accompanied by a PDF of concise summaries of the cases discussed.

Live Session – $255, plus HST
Live Session for 2 or more (Boardroom fee) – $510, plus HST
Bundle Rate – Purchase a Live Session and receive the companion MP3 Recording for $155, plus HST
MP3 Recording – $255, plus HST
(Registrations must be paid in advance of the audio conference)

Audio conference MP3 files are available for $255. Those who have purchased the live audio conference may purchase the corresponding downloadable audio MP3 file for the discounted price of $155.

The recorded MP3 file and materials are available for download one business day after the live audio conference. After purchasing, you will receive an e-mail with instructions on how to access and download the audio conference MP3 file and materials by visiting My Account and selecting Order History. For audio file purchases for upcoming audio conferences, once the MP3 file is available through our site, registrants will receive an update e-mail informing them that the links are now ready.

When you register, you'll be given a toll-free number to dial at the time of the session and an access code to join the call. For additional program and registration information, call Lancaster House at (416) 977-6618.

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