Workplace investigations have become substantially more common in recent years. In large part, this has been driven by statutory changes which mandate that employers must conduct investigations in certain circumstances (such as where allegations of harassment or violence are raised).
Employers have the legal duty to investigate anytime there is a complaint of harassment, discrimination or other potential legal violation is received. The legal requirement for workplace investigations is specified under Bill 132.
Ordinarily, a solid workplace investigation rests on four pillars; namely – fairness, thoroughness, timeliness and confidentiality. If not handled appropriately, the COVID – 19 crisis has the potential to rock that foundation in two ways – it may impact the fairness and timeliness of an investigation.