The Effects Of Mental Illnesses On The Workplace - 1227 Words

Previous standards, regulations, and benefits in the workplace covering mental illness should be clearly stated and made aware to all employees in a company. Each employee has rights and every employer has a duty to accommodate, especially when it comes to stopping harassment, violence and discrimination. As stated in section 2.3.1 - The creation and impacts of mental illnesses in the workplace, there are two types of harassment: human rights harassment and personal harassment (CUPE, 2014). All harassment is illegal under a number of laws and policies such as the collective agreement, employer policies, human rights laws, occupational health and safety laws, employment standards laws, labor relations laws, workers’ compensation laws, tort†¦show more content†¦Harassing behaviors can include the following: spreading rumors or gossip, constantly criticizing, demeaning or ridiculing a person, deliberately discouraging a person’s work, excluding or isolating someon e, verbal threats or abuse, physical threats, assault, calling someone offensive names, teasing a person about the way they are, hazing, pranks, displaying offensive posters, or images, aggressive or threatening gestures, unwelcome invitations, requests or physical contact, vandalizing or hiding personal belongings, publically ridiculing, and or blocking applications for leaves, training or promotions (CUPE, 2014). A local union can help explain what harassment and bullying does encompass, as well as helping prevent future harassment (CUPE, 2014). Having good collective agreement language to protect workers by human rights legislation is also important. A collective agreement encompasses the duty to accommodate. The duty to accommodate covers all grounds of discrimination covered under human rights legislation and the Canadian Charter of Rights and Freedoms (CUPE, 2015). The duty to accommodate takes the human rights law where a barrier such as a disability, can affect a person†™s work and â€Å"accommodates† that worker (CUPE, 2015). A good collective agreement language should prohibit discrimination on the basis of disability, provide for accommodation of members who face barriers