From Laissez-Faire to fair play: workplace violence & psychological harassment.

AuthorGouveia, Carla Goncalves
PositionCanada

I INTRODUCTION II THEORETICAL FRAMEWORKS Background: The Problem & Prevalence of Workplace Violence Reasons and Rationales for a Comprehensive Legislative Response Conceptualizing Psychological Harassment Theoretical Paradigms: The Basis for Harassment Law Anti-Discrimination Paradigm: Individual Characteristics & Enumerated Grounds Dignity Paradigm: Universal Concepts of Dignity Rubric for Legislative Framework & Analysis III PSYCHOLOGICAL HARASSMENT & THE LAW Prevention & Protection: Occupational Health & Safety Laws Protection Against Physical Violence: Alberta & British Columbia Protection Against Harassment on Enumerated Grounds: Saskatchewan Full Protection Against Psychological Harassment: The Quebec Labour Code Legislative Proposals: The Federal Bill & Ontario's Proposed Amendment to the OHSA Other Areas of Law: Remedies and Recourse IV LEGISLATIVE RECOMMENDATIONS & POLICY CONSIDERATIONS: PSYCHOLOGICAL HARASSMENT--A NEW RIGHT FOR PEACE OF MIND Theoretical Paradigms & Regulatory Mechanisms: A Combined Approach The Legislative Framework, Policy Goals & Process V Conclusion ABSTRACT

Violence at work is composed of a multi-faceted and complex set of interactions. Bullying, or psychological harassment, is a pervasive form of violence that threatens the integrity and health of the individual and the workplace structure. Psychological harassment is an emerging concern for both employees and employers'. Bullying creates' a toxic work environment. The workplace becomes an arena of emotional brutality, characterized by injuries of depleted self-esteem, low morale and apathy. Instances of psychological harassment at work also impose direct costs on both employers and public services. Given the negative ramifications of psychological harassment, the law should strive to empower employers' to prevent and respond to bullying and provide relief to employees.

This article explores the phenomenon of workplace bullying, examines' current legislative provisions that attempt to address this issue and considers the potential legal responses to this pervasive problem. It investigates the legal realm of psychological harassment in three parts'. First, it introduces the social problem of psychological harassment, outlines conceptual notions of bullying and reviews theoretical paradigms. Specifically, two theoretical paradigms of harassment are reviewed to situate the issue of workplace bullying in a broader academic and legal context. Second, several Canadian provincial statutes are examined to gain insight into the existing provisions that address workplace violence and harassment. Third, this article explores legislative recommendations and policy considerations. Ultimately, this article argues that a statutory regime should be implemented to protect employees from psychological harassment. It concludes that a comprehensive legal response will act as the main force in preventing workplace bullying, protecting workers and serving the interests of employers.

RESUME

La violence au travail se compose d'ensemble d'interaetions a facette multiple et complexe. L 'intimidation, ou le harcelement psychologique, est une forme largement repandue de violence qui menace l'integrite et la santo de l'individu et la structure du lieu de travail. L'harcelement psychologique est un souci emergent pour les employes et les employeurs. L 'intimidation cree un environnement de travail toxique. Le lieu de travail devient une arene de brutalite emotive, caracterisee par des dommages d'amour-propre, de bas moral et d'apathie. Les exemples du harcelement psychologique au travail imposent egalement des" couts directs aux employeurs et aux services publics. Etant donne les ramifications negatives du harcelement psychologique, la loi devrait tacher d'autoriser les employeurs de prevenir et de repondre a l'intimidation en fournissant de l'aide aux employes. Cet article explore le phenomene du lieu de travail intimidant, elle examine les dispositions legislatives courantes et essayent d'aborder ce sujet et considere les reponses legales potentielles a ce probleme emergeant. Cet article etudie le domaine legal du harcelement psychologique en trois partis. Premierement, il presente le probleme social du harcelement psychologique, des notions conceptuelles d'ensembles de l'intimidation et des paradigmes theoriques de revues. Specifiquement, ont discutent de deux paradigmes theoriques sur l'harcelement, ceci est passes en revue pour situer le sujet directement sur l 'intimidation dans le lieu de travail dans un large contexte academique et legal. En second lieu, plusieurs statuts provinciaux canadiens sont examines pour obtenir gain de cause dans des dispositions existantes qui adressent la violence et le harcelement dans le lieu de travail. Troisiemement, cet article explore des recommandations legislatives et des considerations politiques. Ultimement, cet article debat le fait qu 'un regime statutaire devrait etre mis en application pour proteger les employes contre l'harcelement psychologique. Cet article conclut qu 'une reponse legale complete agira en tant que force principale pour empecher l'intimidation dans le lieu de travail en protegeant les ouvriers et en servant les interets des employeurs.

I INTRODUCTION

Violence in the workplace begins long before fists fly.... Where resentment and aggression routinely displace cooperation and communication, violence has occurred. Bernice Fields, Arbitrator Work is a defining factor in a person's life, identity and livelihood. Violence in the workplace jeopardizes the fundamental values of a free and liberal society. For most people, the concept of violence projects a vision of physical terror; violence, however, is composed of a multi-faceted and complex set of interactions. Bullying and intimidation are pervasive forms of violence that threaten the integrity and health of the individual and the workplace structure. (1) Moreover, bullying and intimidation exist across occupational sectors and organizational stratums. This type of workplace violence is regarded as psychological harassment. (2) It represents an attempt by one person to assert control and exercise power through the humiliation or harassment of another. (3)

Psychological harassment fuses issues of violence, dignity, rights and freedoms, and acts as a vivid example of the conflict, power, and inequality embedded in labour and employment law. It is a nexus which engages issues of human rights, health and safety, and organizational management. This article therefore promotes the development of a statutory regime as a means to address psychological harassment. It is based on the principle that statutory regulation offers one of the best means of protecting workers' rights, preventing harm in the workplace, and promoting productive and accountable working environments. It recognizes that for workers to be appropriately protected from workplace bullying and harassment, the law must set clear guidelines and protections. (4) The call for legislative provisions to counter bullying presents an opportunity to consider the strengths and shortcomings of existing laws and to look beyond the formal structure of our current legal concepts. This article suggests that the development of a right against bullying in the workplace protects the psychological and emotional needs of workers; promotes workplace structures that exhibit respect for human dignity; and, supports the business interests of employers.

This article explores the phenomenon of workplace bullying, critiques selective legislative provisions and considers potential legal responses to this pervasive problem. It investigates the legal realm of psychological harassment in three parts. Part II introduces the social problem of psychological harassment, outlines conceptual notions of bullying and reviews theoretical paradigms. As well, the concept of psychological harassment is explored to create a comprehensive portrait of bullying. Specifically, two theoretical paradigms of harassment are reviewed to situate the issue of workplace bullying in a broader academic and legal context. Here, comparative theories of harassment are discussed and the two distinct types of harassment laws are explored. The concept of psychological harassment is used to form a legislative rubric as an assessment tool for the remainder of the paper.

Part III uses the legislative rubric to explore national statutory provisions which attempt to address issues of workplace violence and harassment? Occupational health and safety statutes are examined to determine the scope of preventative measures and degree of protection available to workers. The legal parameters of employment and safety standards are discussed through the inquiry of control, autonomy, responsibility and rights. Part III also compares various Canadian legislative provisions to create insights for further policy considerations. Legal responses in other areas of law are also examined. (6) Part IV, the final part of this article, explores the legal issues and policy recommendations that have been made. Ultimately, this article argues that a statutory regime should be implemented to protect employees from psychological harassment.

II THEORETICAL FRAMEWORKS

Background: The Problem & Prevalence of Workplace Violence

Incidents of workplace violence and bullying are increasingly at the forefront of employment problems and conflicts. (7) The International Labour Organization (ILO) has identified bullying as "one of the fastest growing areas of workplace violence," (8) and the Trade Union Council of Britain has indicated that workplace bullying is at an epidemic proportion. (9) In the Canadian context, a study conducted by Angelo Soares in 2001 examined social service workers in Montreal and confirmed that bullying in the workplace represented a significant threat to the health of almost one in five workers. (10) Similarly, a study conducted for OHS Canada by...

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