• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources

By Belle Yuan, HR consultant, Strategywise HR | 6 Minutes Read August 1, 2023

The cost of getting it wrong in workplace investigations – Part 2

workplace assessmentsIn continuation of this blog series, here are some more notable cases over the last decade that employers and HR leaders can learn from to truly understand the cost of getting workplace investigations wrong. In case you missed the first part of this blog series, you can read it here.

Article by Belle Yuan, HR consultant, Strategywise HR / Employment Standards, Health and Safety / bad faith, bullying, complaints of harassment, criminal offence, duty of good faith, employment law, harassment, hostile work environment, mental distress, sexual harassment, toxic work environment, well-being, workplace culture, workplace investigations, workplace violence Leave a Comment

By Belle Yuan, HR consultant, Strategywise HR | 5 Minutes Read June 5, 2023

The cost of getting it wrong in workplace investigations – Part 1

workplace assessmentsThe cost and time required to conduct a legally defensible workplace investigation can sometimes be a barrier for employers – but what is the cost of getting it wrong? This is the very question we will explore in this two part blog series by reviewing some real-life cases employers and HR leaders can learn from in an effort to avoid the same costly mistakes.

Article by Belle Yuan, HR consultant, Strategywise HR / Health and Safety, Human Rights / bad faith, complaints of harassment, employment law, harassment, hostile work environment, Toxic work environement, workplace investigations Leave a Comment

By Belle Yuan, HR consultant, Strategywise HR | 6 Minutes Read January 3, 2023

Ensuring fairness and thoroughness in workplace investigations

workplace assessmentsIn continuation from Part 1 of our blog series on how best to approach harassment complaints, we will now focus on stage 2 of the process as we examine how best to conduct a fair and thorough investigation, following a workplace complaint.

Article by Belle Yuan, HR consultant, Strategywise HR / Employee Relations, Employment Standards, Health and Safety / bullying, employment law, fairness, harassment, harassment complaints, mental health, occupational health and safety, procedural fairness, workplace harassment, workplace investigations Leave a Comment

  • 1
  • 2
  • 3
  • …
  • 9
  • Next Page »

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy