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Whether the employer's actions are intentional or unintentional, many workers file lawsuits seeking compensation or remedy to the situation.

Under the new law, a worker will be able to refuse work when there is a risk of workplace violence, but not when they are victims of harassment.Probably the most controversial item in the Bill is the requirement for the employer to inform workers when the will be working with a person with a history of violence and the “risk of workplace violence was likely to expose the worker to physical injury.” That will require some careful decision-making by employers.The ‘harassment’ definition borrows from the Human Rights Code language: ”engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” Notably, though, unlike the prohibition on harassment under the HRC, the harassment policy required under the OHSA would not be limited to specific grounds (like sex, age, creed, etc.).Realizing the dangers of fraternization helps you determine the need for an official policy prohibiting these types of interactions.When an employee and her supervisor become close outside of work, favoritism is a possibility, whether intentional or not.