Upcoming Webinar: June 12, 2025 @ 12:30 P.M. (ET) | Mental Health Considerations for Workplace Investigators | Register Today!
We speak (and blog and train) often about how to conduct a workplace investigation. However, it’s important to remember that employers need to be aware of their legal obligations relating to when to start one and how to finish it. Two recent decisions provide important information about these investigation bookends.
I was excited when I found out that Usher was performing for this year’s Super Bowl Halftime show. In my opinion, an artist who has been highly underrated, was finally given the opportunity to perform for millions of people on live TV. Usher beautifully executed promotion of his performance, as the commercials highlighted his body of work that I have known since I was young. I may not be a complete NFL fan or “buff.”
Under Ontario’s human rights jurisprudence, when an employee raises a complaint of discrimination, the employer has a duty to address that complaint. The employer’s response to a complaint, including the investigation it undertakes, must meet a standard of “reasonableness.”
A challenging question that employers may face is how to respond to historical complaints of harmful behaviour when such complaints arise and cause conflict in the workplace. It is not unusual for complaints to not be brought forward immediately. At times we see complaints of incidents dating back a few years, sometimes even over a decade.
In recent years, we have seen important shifts in how employers are working to prevent and address harassment, discrimination, and violence in the workplace. As part of their efforts, employers are increasingly implementing training on these topics as a proactive measure.
Workplace restoration is a developing area which is now being considered by many employers. One reason for the growing interest is the ongoing effort by employers to improve the work experience for their employees and to create a safe and harmonious workplace for them.
“How was I to know they were offended by my jokes? They never told me they were uncomfortable.”
Jokes between colleagues can be an important contributor to positive workplace culture. Unfortunately, some employees are subjected to jokes and teasing that is offensive or demeaning.
I was not shocked when I read a recent newspaper article that said, “Black student allegedly locked in a room at an elementary school.” For those reading this blog, you are probably wondering why. Simple answer: this was not the first time I heard about such a concerning story.
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2025
