Upcoming Webinar: May 7, 2024 @ 12:00 P.M. (ET) | Cultural Initiatives in Policing: Part 2 – Calgary Police Service | Register Today!
As we settle into 2018, it is safe to say that the number of people coming forward with harassment and discrimination complaints is on the rise. Whether this increase is as a result of the #MeToo movement, of increased awareness as to what constitutes appropriate and inappropriate behaviour, of recently legislated workplace investigation procedures, or
Months before the #MeToo movement exposed the world’s entertainment and media elite, the Law Society of British Columbia issued a discipline decision that was a first in British Columbia and is one of only a few similar decisions in Canada. The January 2017 decision, involving a Victoria based lawyer, confirms that sexual harassment by a
The parties and witnesses have been interviewed. The evidence has been reviewed and assessed. The investigation is complete. The report has been rendered. Findings have been made. The organization is ready to act. Now it is time for a restorative process such as mediation In preparation for a post-investigation mediation, a question that often arises
Does every workplace harassment complaint need to be investigated? Can a complaint be so minor that it isn’t worth delving into? Horner v. 897469 Ontario Inc. is a recent case that illustrates the risk of overlooking a complaint, and terminating instead of investigating. In this case – an undefended wrongful dismissal claim – the Court
As a result of Bill 132 coming into force one year ago, colleges and universities in Ontario now have stand-alone policies on sexual violence that outline their institutional responses to addressing complaints of sexual violence. In addition to the availability of a formal investigation, the majority of these policies also make reference to the possibility
One of the pillars to a sound investigation process is timeliness. Complaints and allegations of inappropriate workplace behaviour must be taken seriously, and demonstrating this seriousness means giving immediate attention to the matter. That being said, those of us who receive these complaints and allegations are usually juggling many other things, and it is often
Incidents of violence and harassment against health care workers appear to be increasing in intensity and frequency based on recent national and provincial headlines. A nurse in North Bay reported being pinned against a door by a patient and being repeatedly punched. A patient who was in crisis was brought into the Perth and Smiths
Re SUN and Regina Qu’Appelle Regional Health Authority (2017 CanLII 87132 (SK LA)) is a cautionary tale for any employer who has ever relied upon circumstantial evidence to make a finding against an employee. In this case, the Grievor, a Registered Nurse with a history of substance abuse, was alleged to have stolen morphine from
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2024
