Sexual harassment training is a legally mandated compliance program based on federal and provincial laws and regulations. It applies to organizations of all sizes and across all industries. This sexual harassment training for supervisors is aligned with the current provisions of the governing bodies. Prevent workplace sexual harassment in any form, including inappropriate remarks, unwanted physical contact, showing pornographic material, and demands for sexual favors, and ensure health and safety.
Strengthen the understanding of the topic with relatable scenarios designed to raise awareness, engagement, and retention of learners.
Designed by legal professionals to help you deploy easily and meet federal and state sexual harassment training requirements.
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Meets Canada federal, provincial, and territorial sexual harassment training requirements.
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Participants can take the course based on their schedule. They can start, pause, and resume as needed.
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Includes real-life case studies and examples to illustrate incidents of workplace sexual harassment.
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Canada sexual harassment training equips supervisors to:
The Criminal Code of Canada defines conduct that constitutes criminal offenses. Under it, sexual harassment is considered a form of sexual assault, and a person who engages in sexual harassment could face criminal charges.
Alberta
British Columbia
Manitoba
New Brunswick
Newfoundland & Labrador
Nova Scotia
Ontario
Prince Edward Island
Quebec
Saskatchewan
Northwest Territories and Nunavut
Yukon Territory
An employer who employs 20 or more workers shall establish, in consultation with the joint work site health and safety committee, a health and safety program. An employer with fewer than 20 workers shall involve affected workers and the health and safety representative, if one exists, in hazard assessment and control or elimination of the hazards.
Every employer must provide workers with the information, instruction, training, and supervision necessary to ensure health and safety in carrying out their work. (WorkSafe BC Policy D3-115-2)
Employers must review their policies, including training that is being given, annually. (WorkSafe BC Policy D3-115-2)
All employers must develop and implement a written harassment prevention policy in consultation with the workplace safety and health committee or representative (Manitoba Workplace Safety and Health Regulation, M.R. 217/2006, Part 10)
An employer shall establish a written code of practice for harassment at the place of employment to ensure the health and safety of employees to the extent possible (s.374.4(1), Reg. 2018-82)
An employer shall review the codes of practice at least once each year in consultation with all committees and all health and safety representatives (s. 374.8(1))
An employer shall develop, implement, and maintain a written harassment prevention plan, to be reviewed as necessary but at least annually (NLR Reg. 3/19)
The Nova Scotia Human Rights Commission has introduced online resources to assist employers in addressing and preventing sexual harassment in the workplace; there does not appear to be a strict training requirement [as of this writing]
Employers must ensure that they provide their employees with information and instruction that is appropriate for the workers with respect to workplace harassment. (OHSA, s. 32.0.8)
A policy must be reviewed at least annually, and must be written and posted conspicuously in the workplace if there are six or more people working at the workplace (s.32.0.1).
Every employer shall, after consultation with employees or their representatives, if any, issue a policy statement on sexual harassment (ESA) The policy statement must include various statements to the effect that reasonable efforts will be taken by the employer to ensure that no sexual harassment occurs in the workplace (ESA)
Employers must take reasonable action to prevent psychological harassment and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a psychological harassment prevention and complaint processing policy. (ARLS)
Employers are advised to promote awareness about harassment prevention through meetings and training.
OHS regulations require all employers to develop and implement an effective written harassment policy, for best practice. This may include proactive training that can make use of videos, publications, or reference materials (WSCC Code of Practice)
No specific training requirements but new regulations are being developed [as of this writing]
No credit card required.
