PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
Workers who make a harassment complaint are protected against any reprisals or retaliation by their employer or others in the workplace.
These protections apply whether there was a finding that harassment took place or not.
The protections in The Saskatchewan Employment Act apply to both workers that have been harassed and witnesses to the harassment. This is an important aspect of preventing workplace harassment.
Employers and supervisors need to take steps to protect workers who have made harassment complaints or witnessed harassment from retaliation by the alleged harasser or others. This can include taking actions before the investigation is complete, such as…
Workers are also protected from reprisal or retaliation, called discriminatory action, by their employer in response to making a complaint or otherwise seeking to have employment laws enforced. Witnesses who have come forward are also protected. Discriminatory action could include things like a demotion, suspension or warning. It can be discriminatory action even if the person has the same pay, job title and seniority, for example an unwanted transfer could be discriminatory action.
Workers who have concerns about discriminatory actions can contact the Harassment and Discriminatory Prevention Unit of the Occupational Health and Safety Division.
Employers can be ordered to stop the discriminatory action, reinstate and compensate a worker for lost wages, and remove any negative references on their employment record.
PLEA offers free online training on preventing and addressing workplace harassment.