A systematic approach to assessing credibility is based on a detailed analysis of several factors in harassment investigations. In continuation of Part 1 of this blog, here are 5 additional factors you can apply when making credibility assessments.
Harassment investigations are highly nuanced and challenging to investigate. They often involve “he-said, she-said” scenarios. It all boils down to an assessment of credibility.
In a recent case coming out of the Court of Queen’s Bench of New Brunswick, the Court believed the employee's story that he was terminated without cause, rather than the employer’s story that the employee resigned. When looking at the facts, the Court found the employee to be the more credible witness and awarded termination notice of 23 months.