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complaints of harassment

By Rubin Thomlinson LLP | 4 Minutes Read August 9, 2019

Workplace investigation alert – Injunctions in investigations: Do they ever work?

There is no question that workplace investigations are disruptive and difficult for the parties involved. Sometimes parties are removed from the workplace or their duties are modified. Complainants and respondents are often concerned about damage to their reputations and their careers once it is known that a complaint has been made, and that an investigation is being conducted. Can an investigation ever be shut down in anticipation of this disruption?

Article by Rubin Thomlinson LLP / Employee Relations, Employment Standards, Health and Safety / complaints of harassment, employment law, harassment in the workplace, internal investigation, investigations, suspend the employee with pay while you investigate, suspension with pay, workplace investigations

By Jeff Dutton, Dutton Employment Law | 4 Minutes Read September 21, 2018

When should an employer conduct a workplace investigation?

Under the common law, and specifically under Sections 25(2)(h) and 32.0.5 of the Occupational Health and Safety Act (Ontario), every employer has a duty to conduct a workplace investigation after an incident of workplace violence has allegedly occurred. In other words, if an employer gets a complaint about violence at work, or if the employer witnesses violence at work, it must conduct an investigation.

Article by Jeff Dutton, Dutton Employment Law / Employee Relations, Health and Safety, Human Rights / complaints of harassment, complaints of incidents of violence, employment law, harassment at work, sexual harassment, violence at work, violence in the workplace, witnesses to the incident, workplace harassment, workplace investigation, workplace violence

By Rubin Thomlinson LLP | 4 Minutes Read October 17, 2017

The Wall: Tearing down a poisoned work environment

Although a similar CSI-style wall is unlikely to be recreated in a typical workplace, other examples of pervasive, non-specific harassment may arise. It is incumbent upon leaders at all levels in an organization not just to recognize harassment and potentially, a poisoned work environment, but to take steps to remedy the issues.

Article by Rubin Thomlinson LLP / Employee Relations, Health and Safety, Human Rights / complaints of harassment, duty to investigate harassment complaints, employment law, harassment, inappropriate behaviour, poisoned work environment, workplace assessment

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