Harassment allegations in the Canadian Armed Forces

The Canadian armed forces are facing new allegations of harassment in the workplace regarding General Jonathan Vance. While investigations are ongoing, Vance has denied the allegations against him.

These recent accusations have given rise to conversations of harassment in the workplace and accountability. What should employers do when reports of harassment and misconduct are brought to them? A Vancouver employment lawyer at Samfiru Tumarkin LLP joined Mornings with Simi on Global News Radio’s 980 CKNW to address these concerns and more.

What They Discussed

Have there been more questions and concerns recently regarding harassment in the armed forces?

Concerns about sexual harassment at the workplace are a frequent worry for many Canadians and are not limited to organizations like the armed forces.

What are employers obligated to do if they are aware of workplace harassment?

Employers who are aware of harassment in the workplace should be aware they are obligated to provide a healthy and safe work environment for all employees. Sexual harassment in any form should not be tolerated and they are obligated to investigate every complaint. Investigations must also be impartial.

Does it matter if the accusations of harassment are in a formal report or casual conversation?

Allegations of harassment, despite the casual nature, should always be taken seriously by an employer. The best course of action for employees is to file an official complaint.

Do employees facing harassment, have to file an official complaint?

Employees in some situations unfortunately are aware their employer is not able to adequately investigate and resolve the issue. When possible, a formal complaint should be filed first internally and if not properly addressed, externally to Work Safe B.C.

What should employees who are facing harassment remember?

Employees facing harassment and discrimination in the workplace should remember they do have options and rights and can choose to seek legal counsel. Employers cannot penalize employees for reporting harassment as it is considered a human rights violation.

Are there consequences for employers who do not properly investigate harassment claims?

Employers who have not properly investigated and resolved harassment issues could potentitally be charged with paying damages to the employee.

Are the allegations of harassment in the armed forces surprising?

Unfortunately, harassment and discrimination can occur in every workplace environment. Workplaces at the federal level might need to have more procedural protections for employees who have filed complaints of misconduct and harassment.