Sexual harassment and sexual violence allegations raise complex legal, human rights, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised, from receiving a complaint through investigation, resolution, and workplace restoration. Specifically, the panel will address:

1. What duties do employers have when sexual harassment or sexual violence is alleged?
2. What is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?
3. What lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?
4. Is a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options, such as alternative dispute resolution, be permissible or preferable?
5. What must be done to ensure that workplace violence and harassment policies are effectively drafted, implemented, reviewed, and improved?
6. How can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?
7. What are the most common mistakes made when responding to sexual harassment complaints, and how can these missteps be prevented or corrected those missteps?
8. How do such matters as seniority, job security, or immigration status, affect reporting and outcomes, and what concrete steps can workplaces take to address these realities?
9. What can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?

Looking ahead, what legal, cultural, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces?