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#metoo

By Rubin Thomlinson LLP | 5 Minutes Read September 4, 2019

Believing women while remaining neutral: Conducting sexual harassment and sexual violence investigations in a post-#metoo world

As in all investigations, the only way to sort out information that does not seem to make sense is to ask. In the case of complainants who may have experienced a traumatic event, asking such questions in a calm, non-judgmental way is more important than ever.

Article by Rubin Thomlinson LLP / Employee Relations, Health and Safety, Human Rights, Privacy / #metoo, credibility assessments, employment law, investigations, sexual abuse, sexual assault, Sexual violence, traumatic events, workplace investigations

By Vey Willetts LLP | 3 Minutes Read July 15, 2019

Labour arbitrator grants interim protection for complainant of workplace sexual harassment

Since the onset of the #metoo movement, Canadian society has been paying attention to (and grappling with the consequences of) sexual harassment to a previously unprecedented degree. This increased focused is long overdue.

Article by Vey Willetts LLP / Employee Relations, Health and Safety, Human Rights, Payroll / #metoo, employment law, sexual harassment complaints, workplace sexual harassment, wrongful dismissal

By Rudner Law, Employment / HR Law & Mediation | 5 Minutes Read May 3, 2019

How a bad hire could lead to damages for constructive dismissal

In the wake of the #metoo movement, one question that has arisen, and which our firm has commented upon is how employers are to react when those individuals attempt to return to the workforce.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Health and Safety, Payroll / #metoo, constructive dismissal, damages for constructive dismissal, employment law, mental suffering

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