We recently had a member request a template regarding employee relationships (two of her employees had started a romantic relationship and moved in together). She wanted this document to ensure that her firm would not be liable for a harassment claim, should the relationship go sour. Good practice, right? Not so fast…
In theory, this does make sense. But in today's workplace, theory and practice often suffer a great divide. What was 'best practice' 20 years ago is no more, and a written statement about workplace relationships may now open you up to liability, rather than lessen it. Here's why:
Unless a circumstance surrounding an employee relates directly to work performance, an employer cannot take these into consideration when applying management principles, as this is discrimination.
What is covered under "workplace discrimination"?
The Canada Human Rights Code identifies 'protected grounds' free from discrimination as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered. There's a lot of potential pitfalls for an unsuspecting employer in there, and we haven't even mentioned the worst part; if you are accused of discrimination due to one of these grounds, the onus is on you to prove that the claim is baseless. That's right, you are guilty until proven innocent.
Not worried yet? Well, you should be. By law, an employee is entitled to review their employment file, on request, and any halfway decent labour lawyer will home in on anything in those files that may resemble discrimination, which can cost you tens of thousands of dollars.
So how do I protect my business?
Ok, so here's the gold you've been waiting for. These three steps can keep you out of a disgruntled employee's cross-hairs and build a strong, ethical and efficient corporate culture.