PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
Understanding what behaviours are workplace harassment, options for responding to workplace harassment and the obligations of people in the workplace regarding harassment is an essential part of creating a harassment-free workplace.
This training covers the rights and responsibilities of workers regarding workplace harassment under Saskatchewan's provincial laws, including information specific to sexual harassment.
Workers in Saskatchewan are covered by:
This training covers the rights and responsibilities of workers regarding workplace harassment under these laws. One type of workplace harassment, sexual harassment, will be covered in more detail but the rules regarding workplace harassment apply to any type of workplace harassment.
All workers* are protected against workplace harassment by these laws and by the Occupational Health and Safety Regulations that are part of The Saskatchewan Employment Act.
Workers in unionized workplaces can have additional protections under their collective agreement. A collective agreement cannot take away any rights a worker has under other laws.
* If you work for a federally regulated employer such as a bank or an airline you can take the online training specifically for federally regulated employees: Workplace Harassment and Violence: Federal Employees.
After completing this training workers will understand:
In 2020 the Canadian Labour Congress with its partners conducted a nationwide survey on harassment and violence in Canadian workplaces. The initial report, “Harassment and Violence in Canadian Workplaces: It’s [Not] Part of the Job released in 2022 contained these findings:
When someone is sexually harassed in the workplace, it can undermine their sense of personal dignity. It can prevent them from earning a living, doing their job effectively, or reaching their full potential. Sexual harassment can also poison the environment for everyone else. If left unchecked, sexual harassment in the workplace has the potential to escalate to violent behaviour.
Employers that do not take steps to prevent sexual harassment can face major costs in decreased productivity, low morale, increased absenteeism and health care costs, and potential legal expenses.
— Ontario Human Rights Commission
This module covers how harassment is defined under Saskatchewan laws, conduct covered by these laws, the role of consent and what is not considered harassment.
This module provides a summary of the laws and policies that workplace harassment violates as well as looking at the roles of various people in the workplace and options for workers who have been harassed or witnessed harassment.
This module explains what a Harassment Prevention Policy is and how it can be used.
This module has information about making a complaint under a Harassment Prevention Policy.
This module has information about investigations into harassment complaints including how they are conducted and what happens after one is completed.
Occupational Health and Safety can provide assistance to workers dealing with workplace harassment.
Harassment, based on a prohibited ground such as sex or race, is discrimination under Saskatchewan’s human rights laws and can be reported to the Saskatchewan Human Rights Commission.
This optional module is for workers who work in unionized workplaces. It covers workers' rights and remedies specific to unionized workplaces.
PLEA offers free online training on preventing and addressing workplace harassment.