咋办

朋友在西人大型工厂一个部门流水线上工作，工资按件计酬的支票工；1月24日那天，活很少，工头不给划打钟，按理此种情况下工头要给部分人打钟的，但此工头很不好，他不给打钟这是他的一贯作风，经常欺压工人，使大家做的活很少，更气愤的是：下午1点20分左右，他故意过来找茬，从他轻蔑的语气，歧视的眼神；就让人很不舒服，起初他提地两个小问题，朋友接受并校正了，当他提出第3个问题时，朋友因不知毛病在哪，遂小声地问他哪儿有毛病，他没回答，轻蔑地看着朋友，接着就大声地骂"fucking",朋友当时也大声说了句“我要投诉你“的气话，此工头不肯善罢甘休，他忿忿离去，下午break time之后，他恶人先告状，把朋友叫到office,想借office把朋友开除掉，朋友陈述事实，officer取证：一西人惧怕工头作伪证说没听见，一同胞坚决举证骂人事实，officer审问时，有工会一成员在旁；第二天问此工会人员，她告知你如去投诉他，肯定会赢，但只能伤他一点毫发，可以后他会报复你；这几天他偶尔来骚扰，但看得出他有点顾忌，有点憋着感觉。
多数同事支持朋友去投诉他，但工会人员又那样说，朋友现在拿捏不定，请同胞们指点一二，
备注一下：此工头是黑人，一贯欺压工人，从骨子里歧视中国人，事发那天在OFFICE他不承认骂人，但事后他有向别人承认骂人事实。他还这么说：”我还以为你们（中国人）听不懂。“

Smokers2005

应该起速，并要求精神赔偿。从此，此人一旦想骂人的时候，就会心有余悸。

而且你的case不麻烦，因为人证等材料都有。

officer取证：
一西人惧怕工头作伪证说没听见（不影响，因为不是他证明没有骂人）
一同胞坚决举证骂人事实，officer审问时，有工会一成员在旁（equivalent offcial document）

Go to court and take actions against him

bylogic

如果工头是工会一成员， 去Commision des normes du travail 告他。

如果工头不是工会一成员， 去工会告他。


bylogic

咋办

thanks smokers2005 and bylogic你们说地很有道理，朋友准备写complaining letter
到工会投诉他，他对朋友心理上的伤害太大；另外，想请smokers2005把精神上的赔偿说地
详细点，thanks a lot.

Smokers2005

你是针对个人的问题。当然这个工头的问题，可以牵扯到企业自身的管理问题，所以办公室人员不希望你去告他；你这种情况也可以套用人权问题。。

你可以尝试去两个地方，他们会给你解释是否适合他们的业务范畴：

1。 Commision des normes du travail
2。 Human Rights

你自己读读吧：

http://www.cdpdj.qc.ca/en/human-rights/discrimination-harassment.asp?noeud1=1&noeud2=3&cle=2

Discrimination and harassment

What is harassment?

Harassment is behaviour characterized in particular by:

• the repetition of words, acts or gestures,
  
• of a vexatious or contemptuous nature,
  
• with regard to a person or a group of persons, on the basis of one of the grounds listed in section 10 of the Charter.
  

=======================================

Post by bylogic
如果工头是工会一成员， 去告他。

如果工头不是工会一成员， 去工会告他。


bylogic

Smokers2005

http://www.cnt.gouv.qc.ca/en/recours/harcelement.asp

Psychological harassment at work

Since June 1, 2004, every employee has been entitled to a workplace free from psychological harassment.
Psychological harassment means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures. This vexatious behaviour affects an employee’s dignity or psychological or physical integrity. It results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment.

Regardless of the employee’s hierarchical level in the undertaking, he can benefit from a recourse in the event of psychological harassment. However, the place designated for exercising his recourse varies according to whether he comes from the public or private sector and according to whether he is a unionized or non-unionized employee.

Non-unionized employee subject to the Act respecting labour standards, including senior managerial personnel

Commission des
normes du travail
Customer services
Montréal area
(514) 873-7061
Elsewhere in Québec, toll-free
1 800 265-1414

Unionized employee

Union to which the employee belongs

Employee of the public service not governed by a collective agreement, including the members and heads of agencies

Commission de la fonction publique
(418) 643-1425
Elsewhere in Québec, toll-free
1 800 432-0432

A non-unionized employee subject to the Act respecting labour standards must file his complaint in the 90 days following the last manifestation of the psychological harassment.

See also the section of the Act on this subject.

When you consult a section of the Act, we suggest that you also refer to its interpretation.

咋办

朋友把投诉信交给工会负责人并要求他签收，他为什么不签收，只复印了一份，他这样做合理吗？

咋办

thanks hao7110 ,thanks everyone.今早officer 和工会负责人来调查
叫了几个人去办公室，不清楚他们说了什么，昨天，工头查我质量时，朝我
吹口哨，吹胡子瞪眼神气地不得了，他吹地很小声，其他人听不到，我该咋办?