Can we ask during the hiring and screening process if a potential employee is using medical marijuana for a position that requires driving or that is a safety sensitive position?
Is there any legislation that dictates who may or may not be hired as a third party investigator?
In partnership with Stringer LLP, First Reference Inc. recently hosted the 19th Annual Employment Law Conference on June 12, 2018, where we discussed the latest legal developments including issues surrounding workplace harassment.
We received a large number of questions from conference attendees during the Q&A session. Though we could not answer them all during the conference, the First Reference Blog will be updated weekly to provide further clarity on this year’s hot topics based on the questions we received.
Employee voluntarily resigned and then advised of harassing behaviours and that this was the reason for resignation. Should company still conduct investigation?
Under section 32.0.7 (1)(a) the Ontario Occupational Health and Safety Act, requires an employer to conduct an investigation into incidents and complaints of workplace harassment including sexual harassment that is … Continue reading “Q&A: When is an employer’s duty to investigate workplace harassment triggered?”