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New Abuse Detection Warning Signs and Canadian Labor Laws in Support of Victims Domesic Violence

Six months after the quarantine, many of us lucky enough to be able to work from home realized that we were taking superficial office routines for granted. Strolling to the staff’s desks to chat about their day or take the much-needed lunch breaks in the cafeteria now feels like an old tradition. Going to work not only gives structure to our day, but also provides valuable social interaction. We invest in the well-being of our colleagues and in our well-being. To varying degrees, they are sources of emotional and psychological support. If we see our employees regularly, we can also determine that something is wrong. It’s much easier to notice when someone appears upset, tired, or distracted when you’re around them frequently.

When our work environments go digital, we can also determine whether our employees are at risk. The following are new warning labels that are specific to remote workplaces:

If possible, encourage video meetings

  • Note if certain employees are reluctant to turn their cameras on or leave them on. Also, if someone seems self-conscious, be aware that someone off-screen is listening intently to their words

  • Note what the employee is wearing, e.g. B. Long sleeves on a hot day or more makeup than usual

  • Pay attention to the body language of the employee. do you seem relaxed in your own home?

  • Is there anything in the video background that could seem alarming or worrying?

Track changes in job performance and behavior

  • Has your productivity or focus decreased due to distractions at home?

  • Have you started to cut off social contact with colleagues you were once friends with?

  • Do they seem less relaxed on the phone or in video conferencing than they used to be in person?

Unexplained illness or absence

  • Has an employee taken time off from work to come back even more stressed or anxious than before?

  • Are you always late for work or meetings for personal reasons?

If these warning signs resonate with an employee’s behavior and you are concerned about their safety, contact them. Tell them that you want to disclose something confidential, but ask which method of communication would be their preferred and safest method of communication. Then use our guide to communicating with an employee at risk to shape the conversation.

Aside from the personal support we can offer our colleagues, Canadian labor laws give victims of domestic violence an extra boost. On Labor Day, we wanted to highlight the progress made in the labor regulations of Canada and its provinces to support victims of intimate partner violence. While the Canadian government offers five days of paid domestic violence vacation in federally regulated workplaces and all provinces offer some form of domestic violence vacation, we hope that in the future, paid vacation rather than unpaid vacation will become the standard expectation in jobs nationwide.

Below you will find the latest provincial labor regulations for sheltered vacations involving domestic violence:

Maximum days per calendar year

5 days of paid vacation and 5 days of unpaid vacation

10 days of unpaid vacation

5 days of paid vacation and 5 days of unpaid vacation

5 days of paid vacation, up to 17 unpaid consecutive weeks

5 days of paid vacation, up to 15 unpaid uninterrupted

3 days of paid vacation as part of personal emergency leave and 26 unpaid weeks within a period of 12 months

5 days of paid vacation and up to 16 unpaid consecutive weeks

3 days of paid vacation and 7 days of unpaid vacation

3 days of paid vacation and another 7 days of unpaid vacation

Newfoundland & Labrador

3 days of paid vacation and another 7 days of unpaid vacation

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