Sexual & General Harassment Prevention & Litigation

Everyone, as set out by the Occupational Health and Safety Act (OHSA) and the Ontario Human Rights Code (Code), has a right to work in a safe and healthy workplace. An employer in Ontario has responsibilities as set out by the OHSA, including the development and implementation of policies and programs for Workplace Harassment Prevention.

Concerning sexual harassment, the Code also places the responsibility on the employer to maintain an environment free from sexual harassment. An effective sexual harassment policy will be able to limit harm and reduce liability. An employer violates the Code where the party directly, indirectly, intentionally or unintentionally infringes on the Human Rights Code, or by authorizing, condoning or adopting behaviour contrary to the Code.

Sexual harassment

What is Workplace Sexual Harassment?

Sexual harassment is defined as comments or conduct against an employee due to that employee’s sex, sexual orientation, gender identity and/or gender expression. In the case of sexual harassment, the comments or conduct is known or reasonably ought to be known as unwelcome.

Where a person makes a sexual solicitation or advance and that person is in a position to confer, grant or deny a benefit or advancement to the employee and ought to reasonably know or knows that the solicitation or advance is unwelcomed, it will also constitute sexual harassment in the workplace.

The Employer’s Responsibilities

Employers have a responsibility to ensure that the work environment is free from sexual harassment. This includes annually preparing and reviewing a clear, comprehensive policy on workplace harassment, as is minimally required by the provisions of the OHSA.

In a situation where there is alleged sexual harassment, having a policy in place informs the parties of their rights, roles, and responsibilities, in addition to stating how the sexual harassment will be dealt with promptly and efficiently. This policy is required to be implemented through a workplace harassment program. The program would include information such as the procedure to report incidents, procedures to report incidents where the employer or supervisor is the alleged harasser, and the investigation process, among other things.

How can Zeilikman Law help?

We are litigators and advocates at heart. Our mission statement is to assist our client through the difficult process of managing workplace disputes and with defending your company and company’s reputation in the course of a legal proceeding all the way to trial and appeal, if necessary. 

We also understand the importance of implementing policies and programs for Workplace Harassment Prevention. Our lawyers can help draft policies and programs that comply with the various legal requirements expected of employers in Ontario. 

Request a consultation today!

Legal Receptionist

Zeilikman Law is an employment law firm located in Vaughan, Ontario. We are looking to hire a legal receptionist to join our firm. Preference will be given to candidates who have experience working as a receptionist at another law firm.

Location: Vaughan, Ontario.

Start Date: Immediately.

Hours: Monday to Friday, 9 am to 5 pm. Full time. In-person only. This is not a remote work position.

Wages: 35,000 to 40,000 per year.

Duties and Responsibilities:

  • Manage our firm’s multi-line telephone system to receive incoming calls.  Screen incoming telephone call inquiries to determine the nature of the telephone call and provide standard information related to our legal services.  Take and deliver messages and route incoming telephone calls to the appropriate staff person.
  • Answer general inquiries coming from the firm’s social media and website email.
  • Welcome in-person visitors upon arrival.  Direct visitors to the appropriate staff person and / or office or boardroom.
  • Organize in-person visitor schedule to prevent overlap and multiple bookings.
  • Receive, sort, and distribute daily mail and deliveries.
  • Arrange for couriers.
  • Keep front reception, kitchenette area and boardroom tidy.
  • Perform various clerical duties such as filing, photocopying, and faxing on an as-needed basis.
  • Process client or other payments.
  • May be asked to run minor errands outside of office such as attending post office to arrange a courier or pick up mail.
  • May be asked to assist other law clerks or lawyers of the firm as required and as appropriate.
  • Any other basic administrative duties or tasks as deemed appropriate.

Required Skills:

  • Basic knowledge of general office procedures including filing, faxing, and printing and copying.
  • Basic word processing computer skills.
  • Proficient in receptionist and telephone practices, etiquette, and decorum.
  • Professional attitude and appearance.
  • Excellent organizational skills.
  • Positive customer service attitude is a must.
  • Must be able to maintain confidential and sensitive information.

Education and Experience:

  • Highschool diploma or equivalent.
  • 1 – 2 years’ experience in an office setting with an emphasis in accounting, reception or clerical work is required.   We would prefer experience in a law firm environment.

Applications for this position should be sent via email to jennifer@zeilikmanlaw.com. All applications should include a cover letter, resume and at least two references. Only successful candidates will be contacted.