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complaint mechanism and training

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read July 3, 2015

Duty to conduct workplace investigations increasing

In recent years, there has been a dramatic increase in the role of investigations within HR and employment law. It is well-established that employers have a duty to investigate allegations of misconduct prior to taking disciplinary action. There is also a duty to investigate allegations of harassment or discrimination. There has been much emphasis on the manner of investigating such matters, and the need to be fair and impartial while also acting expeditiously. In the HR Law for HR Professionals course that I created for Osgoode Professional Development several years ago, investigations used to be a small part of one module. They now fill an entire day of the five day course. That is a clear indication of their growing importance.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Health and Safety, Human Rights, Privacy, Union Relations / allegations of misconduct, complaint mechanism and training, disciplinary action, duty to investigate allegations of harassment or discrimination, employers have a duty to investigate, employment law, healthy work environment, Human Rights Tribunal of Ontario, investigation, Resolution of the Complaint, workplace investigations

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