complaints of harassment

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

August 9, 2019 Rubin Thomlinson LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, 0

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?

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When should an employer conduct a workplace investigation?

September 21, 2018 Jeff Dutton, Dutton Employment Law Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development

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.

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

The Wall: Tearing down a poisoned work environment

October 17, 2017 Rubin Thomlinson LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development

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.

complaints of harassment, duty to investigate harassment complaints, employment law, harassment, inappropriate behaviour, poisoned work environment, workplace assessment