PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
Below is a summary of the responsibilities employers and supervisors have under The Saskatchewan Employment Act to prevent and address workplace harassment.
For the purpose of duties in the workplace a worker includes a student that the employer allows to perform work or who is being trained by the employer.
Employers and supervisors need to perform some duties as far as is reasonably practicable. Practicable means that it is possible. What is reasonably practicable depends on weighing the cost - in time, trouble and money – against the benefit of the action. If the cost outweighs the benefit by a considerable amount a prevention activity may not be considered reasonably practicable. This means that the more serious the possible consequences are the more costly steps need to be taken to stop it from possibly happening.
It is important to remember that workplace harassment includes harassment by more than just co-workers or employers – customers, clients, patients, contractors and others could be responsible for workplace harassment. Employers may have limited ability to investigate the conduct of third parties or to control inappropriate behaviour.
However, employers are required to take reasonable steps to prevent their workers from being harassed, regardless of who is responsible for the harassment. Steps an employer can take include posting an anti-harassment policy where it can be seen by third parties. They can also authorize workers to refuse service and ask the harasser to leave the workplace.
Just like employers, supervisors have responsibilities regarding workplace harassment.
PLEA offers free online training on preventing and addressing workplace harassment.