Recently, the Human Rights Tribunal of Ontario (HRTO) took the opportunity to outline notable differences for employers when it comes to defining and understanding the liability of a poisoned work environment compared to claims of harassment.
The case involved a former GoodLife employee who worked as a personal trainer in London, Ont. from Nov. 13, 2017 to Jan. 2, 2018 when concerns about performance and behaviour led to her dismissal.
Several months later, she alleged sexual harassment by a co-worker while working at GoodLife. She said she made complaints about the harassment both before and after she lost her job, but the employer said it only heard about the complaints after the termination.
