Porter plainte pour harcèlement psychologique au travail

Abstract

Cet article brosse un portrait des plaintes écrites déposées à la Commission des normes du travail du Québec entre le 1er juin 2004 et le 30 avril 2005. Au total, 236 plaintes de harcèlement psychologique au travail ont constitué le corpus d’analyse. Les principaux résultats montrent que parmi l’ensemble des cas analysés, 63 % des plaignants sont des femmes. Près de 95 % des plaignants ont avancé avoir subi du harcèlement à caractère répétitif. Les cinq premiers motifs de plainte sont les propos et les gestes vexatoires, les atteintes aux conditions de travail, la menace de congédiement, la mise en échec de la personne et l’isolement. Par ailleurs, ce sont généralement les gestionnaires qui sont désignés comme personnes mises en cause. À la lumière de ces résultats, il est important que les organisations se dotent de systèmes de veille pour détecter les cas et d’outils de gestion pour désamorcer les situations qui comportent un potentiel de harcèlement psychologique.

Access to Workers’ Compensation Benefits and Other Legal Protections for Work-related Mental Health Problems: A Canadian Overview

“…ww The aforementioned legislative initiatives on psychological harassment are the first in North America, and it is encouraging to see provincial legislators taking on difficult issues that affect mental health in the workplace. It must nevertheless be noted that the definitions retained are highly technical and restrictive, and many instances of verbal violence, incivility and hyper-conflict do not meet the legal definition of harassment, 13 although they clearly can lead to work-related mental health problems. Other jurisdictions are less exacting in their legislation.…”

“…6 Women are disproportionately affected by psychosocial risk factors, 3,12 including psychological harassment. 13 Some mental health problems are attributable to acutely traumatic, stressful events, often associated with workplace crime or violent accidents, hereinafter referred to as "acute stress" claims, whereas others develop more insidiously over time, hereinafter referred to as "chronic stress" claims. As we shall see, the nature of the stressful situation has a significant impact on access to economic support in many Canadian jurisdictions.This paper addresses major policy issues governing protection for people who may be work disabled because of mental health problems arising from stressful work situations or conditions.…”

Measuring Employment Standards Violations, Evasion and Erosion Using a Telephone Survey

“…For an analysis of the complaints filed with the Commission des normes du travail under the anti-psychological harassment provision of the Loi sur les normes du travail, seeBrun and Kedl (2006).4 ESA provisions around public holiday pay illustrate this point. To qualify for public holiday pay, employees must work their last regularly scheduled shift before the holiday and their first regularly scheduled shift after the holiday.…”

Psychological Harassment in the Workplace

“…This would also allow a better understanding of the nature of the relationship between the harasser and the victim and a better comprehension of the impact of the processes occurring around this relationship. Indeed, it is by paying attention to the stories as they are told that one can best understand the complexity of harassment phenomena (Brun and Kedl, 2006).…”