Crisis Prevention: Bill 168 became law on June 15, 2010, and it represents a significant change in how, and to what extent, both workplace violence and workplace harassment are regulated in Ontario. It also broadens the definitions of workplace violence and places new requirements on Ontario employers. Ontario Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009
Kenneth Westhues: In the view of some commentators, overconcern with workplace bullying (mobbing, too, in so far as it involves hurt feelings) has relegated to the sidelines what should be front and centre in any workplace: getting the work done well. In 2006, a large award by a British court to a victim of harassment by co-workers sparked intense debate over who, in fact, got taken advantage of by whom. In his 2007 essay on “The Hypersensitive Workplace.” David Butcher argues that there is an important line, however elusive, between rudeness and harassment, support and handholding. In a trenchant entry on his Scientific Misconduct Blog, Aubrey Blumsohn laments a situation where “civility, decorum and status” displace genuine ethics. Research and public concern about both bullying and mobbing will doubtless continue, and so will a certain difference of “feel” between the two fields of inquiry. Scholars who prefer to talk about bullying will continue to be a little wary of those who prefer to talk about mobbing, and vice versa. This webpage has been intended to clarify the reasons for that wariness, and to help readers situate themselves in the debate. Bullying vs. Mobbing: a Difference of Priorities and Outlook
Workplace Mental Health Promotion: It is the legal duty of an employer to protect the mental and physical health of employees. That means protection from harassment, violence and bullying. Across Canada, there has been a major push through legislative amendments to make employers more accountable for fostering mentally safe work environments. This push is backed by case law which has found employers liable for exposing employees to unsafe work environments that have caused unnecessary psychological harm. Harassment, Violence, Bullying and Mobbing
Wikipedia: Workplace bullying, like childhood bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behaviour against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. This type of aggression is particularly difficult because, unlike the typical forms of school bullying, workplace bullies often operate within the established rules and policies of their organization and their society. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management and takes a wide variety of forms. Bullying can be covert or overt. Workplace bullying
ABOUT TIS CANADA
This is a site for activism, advocacy and networking for people who are targeted by organized stalking and electronic harassment as well as people who supports the TI community and who believe these criminal activities are a violation of human rights legislations in Canada and around the globe.
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This site may contains copyrighted materials the use of which has not always been specifically authorized by the copyright owner. We are making such material available in our efforts to advance understanding of criminal justice, political, human rights, economic, democracy, scientific, & social justice issues. We believe this is not an infringement of any such copyrighted materials as in accordance to the the fair dealing clauses of the Canadian Copyright Act, that allow users to engage in certain activities relating to non-commercial and not for profit research, private study, criticism, review, or news reporting. We are making an exerted effort to mention the source of the material, along with the name of the author, performer, maker, or broadcaster for the dealing to be fair again in accordance with the allowable clause. For more info visit: Wikipedia: Fair Dealing Canada
TI - Targeted Individual - is a person being targeted with OSEH by a group of individuals called "perps" for the purpose of human experimentations.
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DEW - Direct Energy Weapon - are device used for OSEH purposes, weapons can be microwave with pulp frequencies, v2k or other electronic and hearing devices.
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V2K - voice to skull device - is a weapon use for transmitting voices with low or high frequencies. Voices can be for commands or harassments attacks that may look like the TI's own voice. V2K can also use to induce or manipulate dreams or to deprived TI sleeps.
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