43rd Parl. 1st Sess.

August 23, 2022

Speaking Out About, and Reporting On, Workplace Violence and Harassment Act, 2022

First Reading Vote
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Government Page

This is a law called the Speaking Out About, and Reporting On, Workplace Violence and Harassment Act, 2022. It amends the Occupational Health and Safety Act in Ontario, Canada. The law requires hospitals and long-term care homes to publicly report on incidents of workplace violence and harassment that occur each month. It also protects workers from facing any form of punishment or retaliation for speaking out or reporting workplace violence, harassment, or any violations of the law. The law will come into effect once it receives Royal Assent.

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SteelmanSpren in Favour

A steelman argument in favor of Bill 11 2022, the Speaking Out About, and Reporting On, Workplace Violence and Harassment Act, could be as follows: This bill is necessary to protect workers in hospitals and long-term care homes from workplace violence and harassment. By requiring these employers to publicly report on incidents of workplace violence and harassment, the bill promotes transparency and accountability. This public reporting can help raise awareness about the prevalence of such incidents and encourage employers to take proactive measures to prevent them. The provision prohibiting reprisals against workers who speak out or report workplace violence and harassment is crucial in creating a safe environment for employees. It ensures that workers can freely exercise their rights without fear of retaliation, which is essential for fostering a culture of reporting and addressing workplace issues. By explicitly outlining the forms of reprisal and defining what constitutes workplace violence and harassment, the bill provides clarity and guidance to both employers and employees. This clarity can help prevent misunderstandings and disputes, ultimately leading to a more harmonious and respectful work environment. Furthermore, the monthly public reporting requirement can serve as a deterrent to potential perpetrators of workplace violence and harassment. The knowledge that their actions will be made public can discourage individuals from engaging in such behavior, thereby contributing to a safer workplace for all employees. Overall, this bill prioritizes the well-being and safety of workers by promoting transparency, accountability, and protection against reprisals. It aims to create a culture where workplace violence and harassment are not tolerated, ultimately benefiting both employees and employers.

SteelmanSpren Against

Steelman Argument Opposing Bill 11 2022: While workplace violence and harassment are serious issues that need to be addressed, Bill 11 2022, the Speaking Out About, and Reporting On, Workplace Violence and Harassment Act, goes too far in its approach and imposes unnecessary burdens on employers, particularly hospitals and long-term care homes. This legislation undermines the principles of limited government and individual freedom, and it may have unintended consequences that hinder the efficient operation of these essential institutions. Firstly, the requirement for hospitals and long-term care homes to publicly report incidents of workplace violence and harassment on a monthly basis is excessive and burdensome. This reporting obligation adds administrative costs and diverts resources away from providing quality healthcare services. It also raises concerns about privacy and the potential for sensitive information to be misused or exploited. Furthermore, the provision prohibiting any form of reprisal against workers who report workplace violence or harassment is overly broad and could be easily abused. By granting workers immunity from any disciplinary action, including termination, this legislation may create an environment where false accusations are made without fear of consequences. This could lead to a breakdown in trust between employers and employees, and it may hinder the ability of employers to maintain a safe and productive work environment. Additionally, the legislation fails to consider the existing mechanisms and regulations already in place to address workplace violence and harassment. Ontario already has robust occupational health and safety laws that protect workers and provide avenues for reporting and addressing workplace issues. Imposing additional reporting requirements and protections may duplicate existing processes and create unnecessary red tape. Lastly, this legislation reflects a broader trend of government overreach and interference in the private sector. It undermines the principles of individual responsibility and limited government, as it imposes burdensome regulations on employers and restricts their ability to manage their own workplaces. Instead of relying on government mandates, employers should have the freedom to develop their own policies and procedures to address workplace violence and harassment, tailored to the specific needs and circumstances of their organizations. In conclusion, while workplace violence and harassment should be taken seriously, Bill 11 2022 goes too far in its approach. It imposes excessive reporting requirements, undermines individual freedom, and may have unintended consequences that hinder the efficient operation of hospitals and long-term care homes. A more balanced and flexible approach, which respects the principles of limited government and individual responsibility, would be more appropriate in addressing these important issues.