When does tough management become unlawful harassment in Ontario? The OHSA protects "reasonable management," but "bad faith" or "vexatious" conduct creates serious liability. Our new article analyzes the case law that defines this critical line, covering everything from "bad faith" PIPs to virtual harassment.

Effective workplace harassment prevention exceeds mere compliance. It demands proactive leadership and ongoing diligence. Robust policies, regular training, and strict adherence to evolving legal standards are essential to mitigate liability and ensure a respectful, productive, and compliant workplace. Prioritizing prevention is not just a best practice; it is a legal imperative fundamental to sound corporate governance and risk management.