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Serious insight for serious situations.

Serious insight for serious situations.

Writing policies and procedures in the era of #MeToo

With the second anniversary of the Bill 132 changes fast approaching (September 2018), my hope is that organizations can use some of this insight to shape future iterations of their own workplace harassment policies which, pursuant to the legislation, must be reviewed on (at least) an annual basis.

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Is there a place for mediation and ADR in a post-Bill 132 world? *Blog Series*

RT Policy Reflection #1: Is there a place for mediation and ADR in a post-Bill 132 world? Blog Series In addition to workplace investigations, assessments and training, one of the other services that we provide at Rubin Thomlinson is policy reviews. In this capacity, we review organizations’ workplace harassment policies (among others) to ensure that

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Restorative Approaches to Harassment and Sexual Violence in Post-Secondary Institutions

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

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