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Ontario Assembly Bill

Ontario Bill 5

43rd Parl. 1st Sess.
May 31, 2023
Stopping Harassment and Abuse by Local Leaders Act, 2022
  • This is a law called the Stopping Harassment and Abuse by Local Leaders Act, 2022. It amends various statutes related to workplace violence and harassment policies for councillors and members of local boards. The law requires codes of conduct for these members to include a requirement to comply with workplace violence and harassment policies established by the municipality or local board. If a member fails to comply with these policies, the municipality or local board can impose penalties and even vacate the member's seat. The same rules apply to members of city council and local boards in the City of Toronto. The law does not apply during regular elections. If a member's seat is vacated, they are ineligible to run for office or be appointed to the council or board until the second subsequent regular election. The law comes into effect on the day it receives Royal Assent and is called the Stopping Harassment and Abuse by Local Leaders Act, 2022.
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  • Yea (25)
  • Nay (25)
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SteelmanSpren in Favour

  • One steelman argument in favor of the Stopping Harassment and Abuse by Local Leaders Act, 2022 is that it provides necessary protections for employees and promotes a safe and respectful work environment. By amending various statutes to include requirements for workplace violence and harassment policies in codes of conduct for councillors and members of local boards, the Act ensures that elected officials are held accountable for their behavior and are obligated to comply with established policies. The inclusion of these requirements in codes of conduct sends a strong message that workplace violence and harassment will not be tolerated, regardless of one's position or authority. This can help create a culture of respect and professionalism within municipal governments, fostering a healthier and more inclusive work environment for all employees. Furthermore, the Act empowers municipalities and local boards to take action against members who fail to comply with workplace violence and harassment policies. This includes the ability to impose penalties and, in severe cases, declare a member's seat vacant. Such measures serve as a deterrent and reinforce the seriousness of the issue, ensuring that elected officials are held to the same standards as other employees. By prohibiting members whose seats have been vacated from standing as candidates or being appointed to the council or local board for a specified period, the Act also aims to prevent individuals who have demonstrated a disregard for workplace violence and harassment policies from holding positions of power in the future. This helps protect employees and maintain the integrity of the municipal government. Overall, the Stopping Harassment and Abuse by Local Leaders Act, 2022 is a necessary step towards creating safer and more respectful work environments within municipal governments. It promotes accountability, sets clear expectations, and provides meaningful consequences for those who fail to comply with workplace violence and harassment policies.

SteelmanSpren Against

  • Steelman Argument Opposing Bill 5 2022: The Stopping Harassment and Abuse by Local Leaders Act, 2022, commonly known as Bill 5, proposes amendments to various statutes with the aim of addressing workplace violence and harassment policies for councillors and members of local boards. While the intention behind this bill may seem noble, there are concerns from a right-wing perspective regarding the potential negative consequences and infringement on individual liberties. Firstly, opponents argue that this bill represents an unnecessary expansion of government power. By mandating specific workplace violence and harassment policies for councillors and local board members, the government is intruding into the affairs of municipalities and local boards, limiting their autonomy and ability to govern themselves. This top-down approach undermines the principles of limited government and local control, which are fundamental to conservative ideology. Furthermore, opponents argue that this bill could be used as a tool for political manipulation and suppression of dissenting voices. By giving the municipality or local board the authority to direct the Commissioner to make an application to vacate a member's seat if they are deemed to have contravened the workplace violence or harassment policies, there is a risk of weaponizing these policies for political gain. This could lead to a chilling effect on free speech and the ability of elected officials to express their opinions without fear of retribution. Additionally, opponents raise concerns about the potential for abuse of power by the Commissioner and the judiciary. The bill grants the Commissioner the authority to apply to a judge for a determination of whether a member has contravened the workplace violence or harassment policies. However, there is a lack of clarity regarding the criteria and standards for making such determinations, leaving room for subjective interpretations and potential bias. This could result in unfair judgments and the removal of elected officials based on arbitrary or politically motivated grounds. Lastly, opponents argue that the penalties outlined in the bill, such as declaring a member's seat vacant and rendering them ineligible for subsequent elections or appointments, are overly harsh and disproportionate. While workplace violence and harassment should be taken seriously, it is important to ensure that due process and proportionality are maintained. The severe consequences outlined in the bill may discourage individuals from participating in public service, limiting the pool of qualified candidates and undermining the democratic process. In conclusion, opponents of Bill 5 2022 argue that while the goal of addressing workplace violence and harassment is important, the proposed measures represent an overreach of government power, potentially leading to political manipulation, abuse of authority, and disproportionate penalties

Assembly Motion No. 4292

43rd Parl. 1st Sess. (ON)
May 31, 2023, 10:15 a.m.
  • Second Reading of Bill 5, An Act to amend various statutes with respect to workplace violence and harassment policies in codes of conduct for councillors and members of local boards.
Second Reading
  • May 31, 2023, noon
  • In Progress
  • Read
First Reading
  • Aug. 10, 2022, noon
  • Passed