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third-party investigator

By Ava Z Moradi, JD | 3 Minutes Read August 2, 2018

Q&A: Who may be hired as a third party investigator to deal with workplace harassment complaints?

Is there any legislation that dictates who may or may not be hired as a third party investigator?

Article by Ava Z Moradi, JD / Employee Relations, Health and Safety, Human Rights, Payroll / employment law, harassment, sexual harassment, third-party investigator, workplace harassment

By Adam Gorley | 3 Minutes Read June 19, 2012

Five steps to effective internal investigations

How often do you undertake an internal investigation? In an environment where employers are under increasingly strict obligations to investigate workplace incidents over an increasing number of issues, employers in Ontario are facing more complaints...

Article by Adam Gorley / Employee Relations, Health and Safety, Human Rights, Privacy / balance of probabilities, conducting interviews, confidential information, Davis LLP, defamation, employment law, false imprisonment, good faith, gross negligence, identify risks, intentional infliction of mental suffering, internal investigation, Karen Bock, liability, negligent infliction of mental suffering, negligent investigation, occupational health and safety act, OHSA, ontario, record keeping, Tatha Swann, third-party investigator, violation of privacy, workplace incidents, workplace investigations

By David Hyde | 6 Minutes Read November 18, 2011

Important lessons for employers and lawyers on workplace harassment investigations

A hospital employee faced complaints of workplace harassment from co-workers, and the hospital imposed discipline on him, including a demotion. The employee's union subsequently filed a grievance with the labour relations board. The hospital retained the services of an independent outside investigator who was also a practicing lawyer. When the union requested access to the investigation report, the hospital claimed solicitor-client privilege, and refused to hand it over...

Article by David Hyde / Health and Safety, Union Relations / access to documents related to the investigation, Bill 168, bullying, employment law, grievance, harassment complaint, investigation report, investigator, occupational health and safety act, OHSA, ontario, Ontario Labour Relations Board, reprisal, solicitor-client privilege, third-party investigator, workplace harassment, workplace harassment investigations, workplace investigation

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