Group CASE STUDY #1 (Chapters 1 to 4)

RUNNING CASE: LearnInMotion.com

1.a. Is the Employment Standards Act applicable to this employer, as they are situated in Ontario?
 Yes, the Act is applicable to LearnInMotion.com.

1.b. As LearnInMotion.com’s management consultant, what areas of the act do you feel Jennifer and
Pierre need to be aware of with regards to their current employee relations issues?

 Both should be aware that it is prohibited by law any discrimination on the grounds of race,
color, sexual orientation, religion, physical and mental disability, sex, age and marital status.
They should adjust company policies and practices to accommodate all employees except if
conditions are bona fide occupational requirements.

1.c. Specifically, what areas would you recommend they include in their new human resource policy
manual?

 I will recommend to create policies with focus on sexual harassment, harassment and
discrimination. It is the responsibility of the employer to provide a safe and healthy working
environment.

2.a. Should Pierre and Jennifer put a “respectful workplace policy” in place? If so, develop a draft of this
type of policy using the web sources listed throughout this chapter.

 Yes, they should have a policy on “respectful workplace”.

RESPECTFUL WORKPLACE POLICY

Purpose
The company shall provide a respectful and safe environment for employees free of any form
harassment, discrimination, or abuse.
Scope
This policy covers all employees and shall be followed within and outside company premises.
Guidelines
1. Employer’s Responsibilities
 Identify and eliminate risk of harassment
 Protect an employee from workplace harassment
 Ensure that employees are aware and trained about this policy
2. Management’s Responsibilities
 Actively promote a positive, harassment-free workplace and mediate if concerns occur.
 Track and report occurrences of harassment to the joint Health and Safety Committee and
Management.
 Ensure provision of medical care to employees involved in an incident and ensure their
safety before investigation and reports taking.
 Cooperate with law enforcers and authorities concerned during any investigation.
3. Staff and Volunteers’ Responsibilities
 Notify their Manager or Human Resources if they experience or witness harassment.
 Attend trainings or seminars on how to minimize harassment.
 Cooperate with law enforcers and authorities concerned during any investigation.