Workplace harm, power, and the law

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.

Intimate partner violence has been recognized as a workplace issue for years, yet most workplaces still struggle to respond effectively. This post explores why and introduces a three-part resource series designed to bridge the gap between legal obligations, evidence-based guidance, and real-world practice.

Boilerplate sexual harassment training focuses on what not to do. This post explains why that approach fails—and how bystander-focused, context-specific training better addresses power, culture, and everyday workplace behaviour.

The healthcare sector is leading the shift away from “trauma-informed” approaches toward trauma- and violence-informed (TVI) practice — and that shift matters at work. This post introduces a new free TVI Workplace Self-Assessment and explains why how employers respond to harm directly affects safety, trust, and legal defensibility.

Return-to-office (RTO) mandates that leave accommodation to individual managers risks human rights violations and loss of valuable members of the workforce. This post examines how discretion, bias, and common myths undermine human rights compliance—and why flexibility is the most effective solution.