Canadian HR Reporter

E D I T O R I A L 6 www.hrreporter.com EDITORIAL Editor/Supervisor: Sarah Dobson Employment Law Editor: Jeffrey R. Smith Labour Relations News Editor: John Dujay Production Editor: Patricia Cancilla Contributors: Melanie Samuels Shondra Mings CORPORATE Chief Executive Officer: Mike Shipley Chief Operating Officer: George Walmsley President: Tim Duce Chief Information Officer: Colin Chan Human Resources Manager: Julia Bookallil ADVERTISING Business Development Manager: Fred Crossley (416) 644-8740 ext. 236 fred.crossley@keymedia.com Vice President Sales: John Mackenzie PRODUCTION Designer: Ace Dequina Production Coordinator: Kim Kandravy Client Success Coordinator: Kshipra Dhindaw MARKETING AND CIRCULATION NAUK Subscriptions Coordinator: Donnabel Reyes Marketing Coordinator: Charlyn Macaraeg Global Head of Media Marketing: Adrijana Monevska ISSUE 33.11.2020 www.hrreporter.com Toxic workplaces can also be remote THE issue of "toxic workplace cultures" came to the forefront recently when news spread that the Ellen show was not an exemplary employer. Charges of racism, discrimination and intimidation were levelled at the popular host and her employees. Those issues involved a physical workspace, a TV set, with people working closely together in a high-pressure environment. But it raises the question: Now that so many workplaces have gone remote — with employees working from home indefinitely and many considering work from home as a permanent option — will the perils of toxic workplaces subside at all? Can remote work be toxic? It would appear so. A micromanaging manager can still be a problem for remote workers, particularly if trust is an issue. A less-than-supportive manager who lacks empathy could also still be a detriment, especially when remote workers are feeling even more disconnected. Negative talk can also be a factor for toxicity, through malicious gossip or manipulative behaviour, and while that may be more difficult with the remote approach, people may move those unwelcome habits into the online chat space. Will verbal abuse diminish with video calls? People may be more subdued when they see themselves on camera, but, on the other hand, the bullying may get worse when there are no coworkers to serve as witnesses. A lack of resources could still be an issue for employees working at home, as could unrealistic work expectations such as unreasonable deadlines or an excessive workload or after-hours demands. Also an issue: being left out. However, this may be more obvious in the physical workspace, as people can easily see who is attending meetings or going for coffee breaks each day, while in the remote setup people may not always know they're being excluded. All this is to say that a toxic work environment can easily translate to the remote one, both in similar and different ways. Employers, leaders and HR should not assume the problem has disappeared or lessened. Despite the turmoil of the pandemic and shifting priorities, the morale and health and safety of employees are still crucial, not only for business reasons but because it's the right thing to do. Sarah Dobson, editor, Canadian HR Reporter group People may be more subdued on camera, but the bullying may worsen with no coworkers to serve as witnesses. Contents of Canadian HR Reporter are copyright © 2020 HAB Press Limited and may not be reproduced in whole or part without written consent. HAB Press Limited disclaims any warranty as to the accuracy, completeness or currency of the contents of this publication and disclaims all liability in respect of the results of any action taken or not taken in reliance upon information in this publication. HST/GST # 70318 4911 RT0001 Canada Post – Canadian Publications Mail Product Sales Agreement 41261516 International Standard Serial Number 0838-228X. The publishers accept no responsibility for unsolicited manuscripts, colour transparencies or other materials. Manuscripts or other materials must be accompanied by a stamped, self-addressed envelope. KEY MEDIA and the KEY MEDIA logo are trademarks of Key Media IP Limited, and used under license by HAB Press Limited. Canadian HR Reporter is a trademark of HAB Press Limited. 20 Duncan St. 3rd Floor, Toronto, ON. M5H 3G8 www.hrreporter.com Subscription price: Canada: $175 plus tax; US and International: $175 USD Canadian HR Reporter makes every effort to ensure accuracy in all items reported, but cannot accept responsibility for the representations or claims made by sources used. It is also not responsible for claims made by its advertisers. © 2020 Thomson Reuters TR1267248-NM Available risk-free for 45 days Online: store.thomsonreuters.ca | Call Toll-Free: +1 800 387 5164 In Toronto: 416 609 3800 Print + ProView eBook $120 Softcover + ProView eBook July 2020 approx. 280 pages Softcover Order # 42782440 $100 ProView eBook $100 Shipping and handling are included in the unit price. Price(s) subject to change without notice and subject to applicable taxes New Edition Labour and Employment Special Report: Public Health in the Workplace, Fourth Edition Jamie Knight, LL.B., Laura Karabulut, LL.B., Cassandra Ma, J.D., Jessica Fay, J.D., Emily La Mantia, J.D. and Mark Van Ginkel, J.D. The COVID-19 pandemic in 2020 made us all think about how employers, governments, and society should respond to public health emergencies that affect the workplace. As businesses emphasize the post-pandemic return to work, it is important to learn from the coronavirus in planning for future pandemics and other public health emergencies. This book reviews various legal and moral obligations of an employer and discusses the many employment issues that are affected by medical emergencies, providing guidance for all types of workplaces on how to be better prepared for the next public health emergency. The ProView eBook version is available through your web browser, or can be downloaded to your computer, tablet, or smartphone. Learn more at store.thomsonreuters.ca *eBook not available to trade bookstores, third-party distributors, academic institutions, and students

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