In 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.
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.