Workplace harm, power, and the law

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.

A reflection on upward harassment in male-dominated workplaces, exploring how gender stereotypes and power dynamics can shape workplace complaints and investigations.

A recent HRTO decision raises concerns about how sexual harassment and power dynamics are assessed under human rights law. Why narrow interpretations of power and the “ideal victim” myth create risk for workplaces.

What does trauma- and violence-informed leadership actually require? Learn how organizations can design workplace systems that build trust, improve reporting confidence, and detect risk early.

A Federal Court of Appeal decision confirms that sexual harassment does not require sexual intent. A legal and feminist analysis of the legislative framework, power dynamics, and what this means for employers in the federal jurisdiction.

Employee training may deliver greater ROI than employers realize, especially in managerial productivity gains. What does that mean for the enforceability of Training Repayment Agreements (TRAs)?

Ontario’s new job posting rules are now in effect. Here are six common missteps employers should review, from compensation ranges and AI disclosure to “Canadian experience” language.

Performance bonuses often miss the mark—undermining performance while quietly increasing legal risk. Drawing on recent MIT research and Canadian case law, this article explains why clear bonus criteria matter, how vague discretion fuels disputes and bias, and what employers can do to design bonus plans that actually work.

Ontario’s new job posting laws take effect January 1, 2026. If you’re confused about compensation disclosure, AI screening, or Canadian experience rules, this quick info sheet breaks it down.

False sexual harassment complaints are rare—but warnings about them are common. This post explores an Alberta Tribunal case, the role of IPV, and why policy design must do better.