CURRENT LAWS

• quebec cnt

  PSYCHOLOGICAL HARASSMENT at work is vexatious behaviour in the form of repeated conduct, verbal comments, actions or gestures:
  
  • that are hostile or unwanted
  • that affect the employee’s dignity or psychological or physical integrity
  • that make the work environment harmful.
  
  A single serious incidence of such behaviour may constitute psychological harassment if it has the same consequences and if it produces a lasting harmful effect on the employee.
  
  VEXATIOUS BEHAVIOUR
  • This behaviour is humiliating, offensive or abusive for the person on the receiving end. It injures the person’s self-esteem and causes him anguish. It exceeds what a reasonable person considers appropriate within the context of his work.
  
  REPETITIVE IN NATURE
  • Considered on its own, a verbal comment, a gesture or a behaviour may seem innocent. It is the accumulation or all of these behaviours which may become harassment.
  
  VERBAL COMMENTS, GESTURES OR BEHAVIOURS THAT ARE HOSTILE OR UNWANTED
  • The comments, gestures or behaviours in question must be considered hostile or unwanted. If they are sexual in nature, they could be considered harassment even if the victim did not clearly express his refusal.
  
  AFFECT THE PERSON'S DIGNITY OR INTEGRITY
  • Psychological harassment makes the work environment harmful for the victim. The harassed person may, for example, be isolated from his colleagues due to the hostile verbal comments, gestures or behaviours towards him or concerning him.
  
  HARMFUL WORK ENVIRONMENT quebec cnt >>
• france labour code

  MORAL HARASSMENT (Le harcèlement moral)
  
  Defined by the Labour Code; Moral harassment is manifested by repeated gestures that have the goal or effect of degrading the working conditions and that are susceptible of violating a persons rights at work and his dignity, effect his physical or mental or compromises his professional career. The author being: an employer, a staff member, a colleague of the victim… france gouv.fr >>
• sweden victimization

  VICTIMIZATION in the form of various kinds of reprehensible behaviour can be committed both by employees and by the employer personally or his representatives.
  
  The phenomena commonly referred to, for example, as adult bullying, mental violence, social rejection and harassment - including sexual harassment - have come to be seen more and more as problems of working life in their own right and will be collectively referred to here as victimization.
  
  • Slandering or maligning an employee or his/her family.
  • Deliberately withholding work-related information or supplying incorrect information of this kind.
  • Deliberately sabotaging or impeding the performance of work.
  • Obviously insulting ostracism, boycott or disregard of the employee.
  • Persecution in various forms, threats and the inspiration of fear, degradation, e.g. sexual harassment.
  • Deliberate insults, hypercritical or negative response or attitudes(ridicule, unfriendliness etc.).
  • Supervision of the employee without his/her knowledge and with harmful intent.
  • Offensive "administrative penal sanctions" which are suddenly directed against an individual employee without any objective cause, explanations or efforts at jointly solving any underlying problems. The sanctions may, for example, take the form of groundless withdrawal of an office or duties, unexplained transfers or overtime requirements, manifest obstruction in the processing of applications for training, leave of absence and suchlike. swedish work environment >>