sites de rencontres tunisiens mariage Last week, I listened to Julie Dicaro, a Chicago sports journalist, discuss a video she created with Just Not Sports to highlight the avalanche of harassment and abuse female sportscaster face on social media daily. I watched the pg dating pro vs skadate video and needless to say, it was very disturbing: it got me thinking about workplace harassment. To date, the video has received over 3 million views on YouTube.
This is not the first trending news topic about harassment of women sports reporters. Last year, CityNews reporter Continue Reading Shauna Hunt made headlines when she confronted a group of men at a soccer match and started a national useful source dialogue about harassment of female journalist. And this type of harassment is not only experienced by female journalist. CBC was forced to close online comments to the public for stories about indigenous peoples because of the level of abusive and racist http://bullcitycraft.com/milnica/6168 comments.
Traditionally when we think about workplace harassment, we think about abusive conduct and comments that occur between employees or other workplace agents, such as suppliers and customers. When it comes to social media conduct, the employment law focus has been on employees, whose social media activity (whether http://makse.com/?kremel=dating-ischemic-stroke&ccd=86 internally or advice externally) has led to discipline or termination. In my opinion, abusive social media comments faced by female sports reporters and others, further expands on what should be considered workplace harassment: these employees are required to engage in social media by virtue of their jobs and they endure harassment because of the public’s access to them. The harassing and abusive comments are unwanted and meant to be harmful to these employees’ dignity and self-worth. It would take a very strong person to endure this type of daily abuse /harassment without experiencing high levels of stress.
Currently the Human Rights Code views harassment in the workplace from a more ‘traditional’ standpoint. The Code says of workplace harassment that: Every person who is an employee has a right to freedom from harassment in the workplace rencontre veuf by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. Though the Code may not currently contemplate harassment from individuals external to the workplace via social media, laws are constantly changing and it is only a matter of time that employers will be accountable for these emerging types harassment.
Last year, I click this site wrote an article about sexual harassment lessons from 2015 and discussed how Bill 132 was creating greater accountability for employers. Bill 132, which is soon to be law, amends the Occupational Health and Safety Act and imposes additional obligations on employers as it pertains to workplace harassment policies, programs, and investigations. Bill 132 received royal assent on March 8, 2016 and the amendments will come into effect in September of this year.
As employers, you cannot stop the public from sending your public facing employees harassing and abusive comments via social media. But there is much that you can do to limit the impact of these comments and to affirm your commitment to those employees who put themselves ‘out there’ on your behalf.
I’d like to hear from you? Have you turned your mind to workplace harassment and safety for public facing employees who participate on social media for your organization?