The Case Of Silvera Vs. Olympia Jewellery Corporation?
Introduction:
The purpose of the analysis is to see what updates need to be made to the company’s sexual harassment policy and program as a result of the new information being arisen in the case of Silvera vs Olympia Jewellery Corporation. This paper will illustrate the different laws under the Human Rights Code and how the company should try to deal with a situation involving sexual harassment. This paper will also illustrate the changes that need to be made in the sexual harassment policy to reduce the amount of incidents occurring. This paper concludes that the company should make big efforts in creating a safe work environment in which people feel comfortable to come forward and that the policy will allow for the complaint to be dealt …show more content…
This case resulted in a total of $312,056.56. This was broken down into three different charges. The first charge was to Morris Bazik personally which totaled $206,711.93 these damages included general and aggravated damages, punitive damages, breach of Human Rights Code, therapy cost, cost of future employment. Olympia was on the hook for $90,000 due to wrongful dismissal and the daughter of Michelle sued Bazik for $15,000 in damages due to an absentee mother as a result of the …show more content…
Another precaution we can take is supplying all employees with training and information on how to deal with these situations.
The last suggestion based off of the new development in terms of the option for the plaintiff to be able to sue for damages is to have our employees complete a seminar with an outside party to ensure that the employees are equipped with the knowledge of the process and how it works.
Because the higher ups of Olympic Jewellery did not deal with the situation accurately they were sued as a result of Mrs. Silvera’s wrongful termination. So we must avoid using termination as a way of dealing with a sexual harassment incident because then the company will be involved in the proceedings as well. Although Mrs. Silvera did take a long leave of absence from her job due to a dental emergency, this still does not warrant the termination of the employment of the employee. Instead, what the higher ups should have done was actively look for a replacement for Mr. Bazik and terminate his employment instead so that they could separate themselves from the allegations being made by Mrs.
The purpose of the analysis is to see what updates need to be made to the company’s sexual harassment policy and program as a result of the new information being arisen in the case of Silvera vs Olympia Jewellery Corporation. This paper will illustrate the different laws under the Human Rights Code and how the company should try to deal with a situation involving sexual harassment. This paper will also illustrate the changes that need to be made in the sexual harassment policy to reduce the amount of incidents occurring. This paper concludes that the company should make big efforts in creating a safe work environment in which people feel comfortable to come forward and that the policy will allow for the complaint to be dealt …show more content…
This case resulted in a total of $312,056.56. This was broken down into three different charges. The first charge was to Morris Bazik personally which totaled $206,711.93 these damages included general and aggravated damages, punitive damages, breach of Human Rights Code, therapy cost, cost of future employment. Olympia was on the hook for $90,000 due to wrongful dismissal and the daughter of Michelle sued Bazik for $15,000 in damages due to an absentee mother as a result of the …show more content…
Another precaution we can take is supplying all employees with training and information on how to deal with these situations.
The last suggestion based off of the new development in terms of the option for the plaintiff to be able to sue for damages is to have our employees complete a seminar with an outside party to ensure that the employees are equipped with the knowledge of the process and how it works.
Because the higher ups of Olympic Jewellery did not deal with the situation accurately they were sued as a result of Mrs. Silvera’s wrongful termination. So we must avoid using termination as a way of dealing with a sexual harassment incident because then the company will be involved in the proceedings as well. Although Mrs. Silvera did take a long leave of absence from her job due to a dental emergency, this still does not warrant the termination of the employment of the employee. Instead, what the higher ups should have done was actively look for a replacement for Mr. Bazik and terminate his employment instead so that they could separate themselves from the allegations being made by Mrs.