After a number of politicians, both at the federal and provincial levels, were recently sacked because of serious sexual misconduct allegations, debates surrounding Bill C-65 were engaged earlier today at the House of Commons.

Bill C-65, tabled in November 2017, notably aims to amend the Canada Labour Code (CLC) to strengthen the existing framework for the prevention of harassment and violence, including sexual harassment and sexual violence, in the workplace.

It is interesting to note that the Minister's approach is focused on occupational health and safety, with amendments to Part II of the CLC to include psychological injuries or illnesses in the realm of workplace accidents to be covered by the CLC. With this in place, Bill C-65 tasks federally regulated employers with taking affirmative action to prevent and protect employees against harassment and violence in the workplace.

Additionnally, employers wil have to investigate, record and report all accidents resulting from harassment or violence in the workplace. Compliance with future regulation on the subject will also be mandatory.

Division XV.1 of the CLC – contained in Part III « Standard hours, wages, vacations and holidays » – already discussed sexual harassment in the workplace but it was part of the Liberal agenda to propose a more robust approach on this subject. In light of the many recent events amply described in the media, it is safe to assume that Bill C-65 will become effective sooner rather than later. Federally regulated employers should get ready to act accordingly!


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