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CANADIANLAWYERMAG.COM/INHOUSE JULY/AUGUST 2019
Some high-profile cases of alleged sexual harassment or as-
sault in the workplace in recent years have ensured that this
is an issue that all employers, regardless of size, need to con-
front and try to minimize as best as possible the risk of it
taking place in the future.
Not all incidents or allegations are the same in terms of
scope or seriousness, obviously, but that does not mean work-
place training and investigation protocols should only be
geared toward the most extreme misconduct.
In fact, it is likely to be conduct that might be considered
to be in a "grey area" in terms of whether it is appropriate that
will be more common and more complex for employers to
assess and decide upon whether to take action.
A recent and very prominent example of this is the alle
-
gations made earlier this year against Joe Biden, the former
United States vice president now seeking the Democratic
nomination for president.
By Shannon Kari
THERE ARE DIFFERENT
SOCIAL MORES NOW
TRAINING AROUND
WORKPLACE
SEXUAL
HARASSMENT
NEEDS CAREFUL
APPROACH
MELANIE SAMUELS
SAYS HIGHLY
PUBLICIZED CASES
IN RECENT YEARS
HAVE DEFINITELY
'SHONE A SPOTLIGHT'
ON WORKPLACE
HARASSMENT.
