Susantha Nanayakkara

Medical Doctor: MBBS (Sri Lanka)
Canadian

[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

මේ රටේ නායකයා වෙන්න ඉන්දියාවෙන් නියත විවරණ ගන්න වෙලා | Mohan Samaranayaka https://t.co/WIDhMqtEqP via @YouTube

[Workplace Mental Health Resources @Stopworkplacebu]

Toxic people will go to the wildest extremes to shame you and reduce your confidence to compete with you. Meanwhile, you're literally just trying to exist.

[Susantha Nanayakkara @dpsusantha]

Workplace Human Rights and Linguistic Inclusion
Subject: Understanding Your Legal Protections Against Workplace Discrimination and Cultural Exclusion
Every worker in Canada has the right to a safe, respectful, and inclusive work environment.
Under the Canadian Human Rights Act and provincial human rights codes, discrimination, harassment, and preferential treatment based on race, national or ethnic origin, language, or color are strictly illegal.
Unfortunately, workplace harassment does not always look like open confrontation. It frequently takes the form of subtle, systemic exclusion designed to isolate employees and pressure them into resigning.Recognizing Forbidden Workplace PracticesUnder Canadian labor and human rights standards, the following behaviors are recognized as forms of discrimination and are strictly prohibited:

Linguistic Isolation: Utilizing a non-English/non-French language in professional spaces specifically to exclude, talk about, or coordinate actions against colleagues of different ethnic backgrounds.
Targeted Workplace Harassment: Subjecting employees of specific nationalities or communities to hyper-criticism, social isolation, or unfair scrutiny to damage their morale or motivate them to quit.
In-Group Favoritism (Ethnic Nepotism): Using managerial power to unfairly protect one cultural group while systematically pushing out others to fill vacancies with friends, family, or community members.
The Legal Framework: Your Safety Net
Poisoned Work Environment: Employers have a strict legal duty to maintain a workplace free from harassment. Allowing a dominant cultural group to target or exclude other nationalities creates a "poisoned environment," making the employer legally liable.
Constructive Dismissal: If management intentionally creates a hostile, toxic, or exclusionary environment to force an employee to quit, Canadian law treats this as a termination (constructive dismissal), and the employee may be entitled to legal compensation.
Protection from Reprisal: It is illegal for an employer to punish, fire, or treat an employee differently for reporting harassment or filing a human rights complaint.
Know Your Rights: No single cultural or linguistic group owns a Canadian workplace. If you are facing targeted exclusion or harassment, you are protected by law. Document every incident with dates, times, names, and specific behaviors, and report these actions to HR, senior management, or your provincial Human Rights Commission. Step-by-Step Actions to Protect Yourself Now If you are facing this exact situation right now, taking these strategic steps will help you build a strong case and protect your employment rights:
1.Keep a Detailed, Private Log: Do this daily. Write down every single incident immediately. Note the date, time, who was involved, and exactly what happened. If they speak in Punjabi or Hindi and you catch a specific word, or if their body language/actions immediately follow a conversation that excludes you, write it down. Keep this log on your personal phone or notebook, never on a company computer.
2.Document the Work Impact: Focus on performance data. If they are trying to make you look bad to managers, keep proof of your good work. Save copies of your positive feedback, completed tasks, and error-free shifts. This prevents them from using fabricated performance issues to terminate you.
https://t.co/6MUSXsNS50 to Management or HR in Writing: Create a paper trail. Send an email to HR or a upper-level manager. Focus on the behavior, not just feelings. Use clear language: "I am being subjected to a toxic work environment and linguistic exclusion that is impacting my ability to work safely and effectively." A written email forces the company to investigate; a verbal conversation can be ignored.
https://t.co/XeEyLypoFR Your Provincial Human Rights Commission: External legal protection. If your employer ignores your complaint or if the managers themselves are part of the problem, bypass them. File an inquiry directly with the Human Rights Commission in your province. They investigate workplace discrimination free of charge and can provide mediation or legal remedies

[Susantha Nanayakkara @dpsusantha]

Statement on Workplace Human Rights and Linguistic InclusionSubject: Understanding Your Legal Protections Against Workplace Discrimination and Cultural ExclusionEvery worker in Canada has the right to a safe, respectful, and inclusive work environment. Under the Canadian Human Rights Act and provincial human rights codes, discrimination, harassment, and preferential treatment based on race, national or ethnic origin, language, or color are strictly illegal.Unfortunately, workplace harassment does not always look like open confrontation. It frequently takes the form of subtle, systemic exclusion designed to isolate employees and pressure them into resigning.Recognizing Forbidden Workplace PracticesUnder Canadian labor and human rights standards, the following behaviors are recognized as forms of discrimination and are strictly prohibited:Linguistic Isolation: Utilizing a non-English/non-French language in professional spaces specifically to exclude, talk about, or coordinate actions against colleagues of different ethnic backgrounds.Targeted Workplace Harassment: Subjecting employees of specific nationalities or communities to hyper-criticism, social isolation, or unfair scrutiny to damage their morale or motivate them to quit.In-Group Favoritism (Ethnic Nepotism): Using managerial power to unfairly protect one cultural group while systematically pushing out others to fill vacancies with friends, family, or community members.The Legal Framework: Your Safety NetPoisoned Work Environment: Employers have a strict legal duty to maintain a workplace free from harassment. Allowing a dominant cultural group to target or exclude other nationalities creates a "poisoned environment," making the employer legally liable.Constructive Dismissal: If management intentionally creates a hostile, toxic, or exclusionary environment to force an employee to quit, Canadian law treats this as a termination (constructive dismissal), and the employee may be entitled to legal https://t.co/TbhSm8G1Qz from Reprisal: It is illegal for an employer to punish, fire, or treat an employee differently for reporting harassment or filing a human rights complaint.Know Your Rights: No single cultural or linguistic group owns a Canadian workplace. If you are facing targeted exclusion or harassment, you are protected by law. Document every incident with dates, times, names, and specific behaviors, and report these actions to HR, senior management, or your provincial Human Rights Commission.Step-by-Step Actions to Protect Yourself NowIf you are facing this exact situation right now, taking these strategic steps will help you build a strong case and protect your employment rights:1.Keep a Detailed, Private Log:Do this daily.Write down every single incident immediately. Note the date, time, who was involved, and exactly what happened. If they speak in Punjabi or Hindi and you catch a specific word, or if their body language/actions immediately follow a conversation that excludes you, write it down. Keep this log on your personal phone or notebook, never on a company computer.2.Document the Work Impact:Focus on performance data.If they are trying to make you look bad to managers, keep proof of your good work. Save copies of your positive feedback, completed tasks, and error-free shifts. This prevents them from using fabricated performance issues to terminate https://t.co/AXxgTDWws6 to Management or HR in Writing:Create a paper trail.Send an email to HR or a upper-level manager. Focus on the behavior, not just feelings. Use clear language: "I am being subjected to a toxic work environment and linguistic exclusion that is impacting my ability to work safely and effectively." A written email forces the company to investigate; a verbal conversation can be https://t.co/xuwjbBEfno Your Provincial Human Rights Commission:External legal protection.If your employer ignores your complaint or if the managers themselves are part of the problem, bypass them. File an inquiry directly with the Human Rights Commission in your province. They investigate workplace discrimination free of charge and can provide mediation or legal remedies

[Susantha Nanayakkara @dpsusantha]

https://t.co/UeBbpj1jIP

[Susantha Nanayakkara @dpsusantha]

They are accused of treasury’s fund transfer scandal are out goal as a act of cyber attack, but whatever it is formally informed by HSBC as suspicious email address ended, .com instead. Gov. Au. They insulted public intelligence. Ironically, Dr Harsha Silva endorsed it as Haker’s work.

[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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[Susantha Nanayakkara @dpsusantha]

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