PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
Employers need to know how to handle complaints made under their workplace's Harassment Prevention Policy.
Every workplace’s Harassment Prevention Policy must have information about reporting, the complaint process, and how results of an investigation will be communicated.
Generally speaking, complaints are made to the employee's direct supervisor or manager or, if the supervisor or manager is the subject of the complaint, any other supervisor or manager. A workplace's Harassment Prevention Policy can also designate someone to receive complaints.
Individuals who are designated to receive complaints in the workplace are required to be adequately trained about...
An employer must not disclose the names of the complainant or the alleged harasser except when necessary to investigate or take corrective action or where required by law.
Anyone who is informed about the complaint should be told to keep any information they receive, including the fact that there was a complaint, confidential. This includes...
Anyone dealing with a complaint will require certain information about the complaint. An employer can have a form for making a complaint to make sure the needed information is collected. Information that may be needed includes...
When receiving a complaint, in writing or otherwise, it is important to keep the focus on what happened. Statements or opinions about the alleged harasser’s character, motivation etc. are not needed and can distract from the issue.
The Regina Public Library and Saskatoon Public Library are hosting free Law Fair events during Saskatchewan Access to Justice Week to connect people with free legal information, assistance, and support. Attend to acquire legal knowledge and to broaden awareness of legal rights and responsibilities!