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harassment investigations

By Rubin Thomlinson LLP | 4 Minutes Read March 4, 2020

Do I have to tell the respondent everything?

One of the questions we are often asked is how much information should be disclosed to a respondent during an investigation. Some feel that respondents are more likely to provide honest and candid information if they are taken by surprise as opposed to having advance notice of the allegations and supporting evidence. The fear is that with the information, a respondent may have more time to concoct a story in response to the allegations and evidence.

Article by Rubin Thomlinson LLP / Employee Relations, Human Rights, Privacy / employment law, harassment investigations, human rights, Human Rights Tribunal of Ontario, investigations, procedural fairness

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read March 3, 2011

‘Invitation to harass?’

By now, most of us have heard about a controversial decision of the Manitoba Court of Queen's Bench in which Justice Robert Dewar sentenced a man found guilty of sexual assault to a two year conditional sentence, allowing him to remain free in the community and avoid any jail time.

Article by Rudner Law, Employment / HR Law & Mediation / Health and Safety, Human Rights / alleged sexual harassment, behaviour, consensual sexual relationship, damages for injury to dignity, email, employee had harassed a co-worker, employment law, extenuating circumstances, facebook, feelings and self-respect, harassment, harassment by texting, harassment complaints, harassment investigations, inappropriate text messages, investigation, invitations to harass, inviting circumstances, misconduct, policies, procedures, sexist, sexting, sexual assault, sexual harassment, sexual relationships in the workplace, social media, workplace harassment

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