{"id":3024,"date":"2020-12-11T16:35:11","date_gmt":"2020-12-11T16:35:11","guid":{"rendered":"https:\/\/cantruck.ca\/editorial-responding-to-workplace-harassment-and-violence-who-or-what-is-the-designated-recipient\/"},"modified":"2025-01-10T16:44:32","modified_gmt":"2025-01-10T16:44:32","slug":"editorial-responding-to-workplace-harassment-and-violence-who-or-what-is-the-designated-recipient","status":"publish","type":"post","link":"https:\/\/cantruck.ca\/fr\/editorial-responding-to-workplace-harassment-and-violence-who-or-what-is-the-designated-recipient\/","title":{"rendered":"EDITORIAL: Responding to Workplace Harassment and Violence: Who or What is the Designated Recipient?"},"content":{"rendered":"

By: Marisha Tardif,\u00a0Trucking HR Canada<\/strong><\/em><\/p>\n

Federally regulated employers will have new obligations to address workplace harassment and violence starting on January 1, 2021. Making sense of what\u2019s required under these changes to the Canada Labour Code can be a challenge. What\u2019s more, the Workplace Harassment and Violence Prevention Regulations (the Regulations) introduce many concepts and practices that might be new and unfamiliar.<\/p>\n

On November 30, 2020, Trucking HR Canada hosted an informational webinar to help federally regulated stakeholders prepare for the new Regulations.\u00a0 Key details were discussed about the training courses and resources that will help employers meet new legal requirements. \u00a0We partnered with Miguel Mangalindan \u2013 a senior associate from Monkhouse Law who specializes in employment law. Miguel provided an insightful overview of the ins-and-outs of new employer obligations and explained the first steps that employers can take to get ready for January 1st<\/sup>. \u00a0After his presentation, THRC fielded questions from the audience.<\/p>\n

One theme stood out in the Q&A \u2013\u00a0who is the Designated Recipient<\/em>,\u00a0who can be appointed as a Designated Recipient<\/em>, and\u00a0how does this work<\/em>?<\/p>\n

We heard you loud and clear. Let\u2019s take a look.<\/p>\n

Who or what is the Designated Recipient?<\/strong><\/p>\n

The Designated Recipient is a person, or team at your organization that the employer must appoint to respond to workplace harassment and violence complaints. They will receive complaints, manage the complaint process, and follow the complaint resolution procedures outlined under the Regulations. The most important thing to note is that the Designated Recipient\u00a0cannot<\/em>\u00a0<\/em>be someone in a managerial role. That means that managers or supervisors cannot be appointed to this position, even if they work in HR. This will help ensure that all employees can feel comfortable reporting a complaint. It creates a situation in which employees don\u2019t have to fear being punished, disciplined, or retaliated against for raising a workplace issue with a superior.<\/p>\n

Second, the Designated Recipient must be appropriately trained\u00a0before<\/strong>\u00a0<\/strong>taking on any duties associated with their role. When searching for the perfect candidate, bear in mind that if you don\u2019t have someone qualified for the role yet, they can become qualified through training.<\/p>\n

We\u2019re here to help<\/strong><\/p>\n

Unfortunately, there is no \u2018instructional manual\u2019 to performing this role. But to support our employers, THRC will soon release a new resource focused entirely on all things \u2018Designated Recipient\u2019.<\/p>\n

You can expect the following details:<\/p>\n