By Katie Stargardter When a workplace complaint arrives, how you document the investigation matters just as much as how you conduct it. At the Human Rights Tribunal, a Ministry of Labour inspection, or in court, your documentation doesn’t just support your case; it is your case. What Is a Workplace Investigation in Ontario? A formal […]
Workplace Investigations in Ontario: What Employers Need to Document Read More »
By Dessie Barton Workplace conflict is inevitable. But in British Columbia, not all conflicts can, or should, be handled informally. There comes a point where employers have a legal obligation to move beyond coaching or mediation and conduct a formal workplace investigation. Knowing when that threshold is met is not always straightforward for employers. In
Workplace Conflict in BC: When a Formal Investigation Is Required Read More »
By Kristina Kovacevic Think about the performance conversation you’ve been putting off. The probation review you quietly extended. The performance improvement plan is sitting in draft. The “we need to talk about your results” became “Let’s see how next quarter goes.” The pattern of errors you’ve flagged mentally but never documented. Avoidance shows up
Performance Management in BC: The Conversations Managers Avoid (BC) Read More »
By Robin Turnill Spring is a natural time for organizations to pause, assess, and reset. Many leaders use this season to review financials, strategic priorities, and operational plans — but one area that often gets overlooked is manager readiness to handle people issues. An HR audit checklist focused on manager readiness helps organizations evaluate whether leaders
By Katie Stargardter In Ontario, organizations face significant risks when conducting workplace investigations. Mistakes can go beyond internal employee relations issues, creating serious compliance risk under both the Occupational Health and Safety Act (OHSA) and the Ontario Human Rights Code. Workplace investigations are therefore among the highest-risk activities an organization undertakes. Let’s examine common assumptions
Workplace Investigations in Ontario: A Complete Employer Guide Under OHSA Read More »
By Dessie Barton Across British Columbia, many organizations are investing heavily in hiring and technology while overlooking one of the most important drivers of workplace performance: leadership capability. A growing number of employers report that the real skills gap in their organization is not technical expertise, but people-management skills. Statistics Canada reports that more
Leadership Skills Gap in BC Workplaces: Why Managers Struggle with Performance Read More »
By Kristina Kovacevic Workplace investigations are one of the most sensitive and high-risk processes an employer may undertake. When allegations of harassment, discrimination, bullying, misconduct, or workplace safety concerns arise, organizations must respond in a way that is procedurally fair, legally defensible, and respectful of everyone involved. In British Columbia, employers also have legal
Workplace Investigation Process in BC: A Step-by-Step Guide for Employers Read More »
By Kristina Kovacevic Ah, the art of the difficult conversation. It is estimated that around 70% of managers avoid tough talks. In BC workplaces, that silence is costing teams thousands of dollars, top performers, and psychological safety. This pattern is especially problematic in performance management systems, where timely feedback and documentation are essential to
Difficult Conversations in BC Workplaces: Why Managers Delay Them Read More »
By Robin Turnill Terminations are painful for all involved. They are also one of the fastest ways for employers to land in legal trouble or quietly erode trust across an entire organization. Over the past few years, our team at Pivot has seen our clients go through a steady rise in terminations tied to restructuring,
Terminations in BC: Notice, Cause, and What Employers Must Get Right Read More »
By Kristina Kovacevic BC employers are feeling the squeeze: wages are rising, pay transparency expectations under BC legislation are growing, and the labour market is still competitive. Yet many small and mid-sized organizations in BC do not have room in the budget for across-the-board salary increases, making a thoughtful compensation strategy in BC more
Competitive Compensation in BC Without Increasing Payroll Costs Read More »
