duty to investigate
Is there a duty to investigate a human rights complaint?
February 10, 2015 Doug MacLeod, MacLeod Law Firm Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Wages and Compensation
An employer is not explicitly required to investigate a discrimination complaint under the Ontario Human Rights Code and, in 2013, the Ontario Divisional Court concluded there is no freestanding duty to investigate.
age discrimination, discrimination complaint, duty to investigate, employment law, fail to adequately investigate complaints, harassment, human rights code, sexual orientation, terminated following a workplace fight, termination
The importance of workplace investigations
May 2, 2014 Stuart Rudner, Rudner Law Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
As I head to Osgoode Professional Development for module 3 of the course that my partner and I are Directors of, HR Law for HR Professionals, I am contemplating one of the aspects of HR law that has changed significantly in recent years: investigations.
allegations of harassment, allegations of misconduct, assessment of investigations, disciplinary action, dismissing an employee on a without cause, duty to investigate, employer's failure to investigate, employment relationship, HR Law, HR Law for HR Professionals, investigations, just cause for dismissal, Osgoode Professional Development, summary dismissal, workplace investigations
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Could you be liable for workplace violence? Ontario’s OHSA says so
June 8, 2012 Clear Path Employer Services Health and Safety, Human Resources, Training and Development
Imagine a situation where your employee is seriously injured by an outside party…
Bill 168, duty to investigate, failing to ensure immediate assistance, liability of directors of the corporation, occupational health and safety act, OHSA, Ontario Occupational Health and Safety Act, Partners in Prevention, vexatious comment or conduct, workplace harassment, workplace investigation, workplace violence, workplace violence and harassment policy