By: Alex Coolich, People & Culture Consultant Ontario employers do not necessarily need a written complaint before their duty to investigate workplace harassment arises. Under Ontario’s Occupational Health and Safety Act (OHSA), employers must ensure that an investigation appropriate in the circumstances is conducted into both incidents and complaints of workplace harassment. For employers dealing […]
By: Dessie Barton, People & Culture Consultant For many managers, one of the most uncomfortable moments in leadership is when an employee says, “I’d like to report something.” Whether the concern involves workplace harassment, bullying, discrimination, workplace violence, or another workplace issue, a manager’s immediate response can significantly influence the employee’s confidence in the process,
By: Dessie Barton, People & Culture Consultant No employer expects to receive a workplace complaint, but every employer should be prepared for one. Whether the issue involves workplace harassment, bullying, discrimination, workplace violence, retaliation, or another form of misconduct, the way an organization responds can significantly impact employee trust, legal risk, and workplace culture. Across
By Dessie Barton Workplace investigations are rarely straightforward. In many cases, what initially appears to be a harassment complaint may also involve allegations of workplace violence, concerns about an employee’s medical condition, or requests for accommodation. When these issues overlap, employers face a complex challenge: they must investigate workplace concerns thoroughly while also meeting their
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 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 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: Jasmin Aujla A workplace investigation is a formal and impartial process used to determine whether incidents of harassment, violence, misconduct, or other policy violations have occurred. The goal is to gather and evaluate relevant information, assess whether the alleged behaviour took place, and identify appropriate next steps. When do Workplace Investigations Occur? Workplace
What is the Purpose of a Workplace Investigation? Read More »
The advent of social media and online work communication channels has changed the way we interact with our coworkers. With these new methods of communication have come new forms of inappropriate behaviour, which, if not properly addressed, can diminish your organization’s morale, culture, and productivity. Staying on top of new trends in workplace misconduct will
4 Recent Trends in Workplace Misconduct (How to Address Them Effectively) Read More »
