Workplace harm, power, and the law

Ontario employers must act on domestic violence risk at work, often earlier than they think. A legal analysis of OHSA s. 32.0.4, with FOI findings.

Accessibility in the workplace shouldn't begin only when employees request accommodation. Here's how designing for flexibility can reduce barriers, enhance psychological safety, and minimize human rights risk.

The Supreme Court of Canada has recognized a new tort of intimate partner violence in Ahluwalia v Ahluwalia. This post analyzes the legal test, its feminist significance, and the structural barriers that survivors will still face in bringing a claim.

Ask for Angela helps survivors discreetly access support in public spaces. But when the survivor is an employee, employers need their own workplace domestic violence policy, risk assessment process, safety planning, and trauma-informed training.

Equal Pay Day is a reminder that pay equity, pay equality, and human rights protections matter, but they only address a narrow slice of the gender wage gap. Employers should also look at work design, flexibility, promotion, and opportunity.

What Moe Harukawa’s murder at work shows about coercive control, stalking, disclosure, and employers’ duty to respond to workplace intimate partner violence.

A recent BCHRT decision shows how quickly a return from maternity leave can become a discrimination issue when childcare realities are treated as an inconvenience rather than a protected reality. For employers, the case is a reminder that return-to-work problems are both legal and design problems.

Quoted in Canadian HR Reporter on sexual harassment in male-dominated workplaces, workplace culture, accountability, and responding to poisoned work environments.

Does the existence of male survivors mean intimate partner violence is no longer gender-based? No. This article explains why that argument misunderstands both feminist analysis and human rights law, and why the distinction matters for workplace IPV responses.

What a recent HRTO dismissal reveals about anti-Black racism, evidentiary barriers, cultural safety, and the need for trauma- and violence-informed management in workplaces.