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Si vous travaillez dans le domaine des relations de travail ou du droit du travail pour un employeur de compétence fédérale, vous savez déjà que, dans certains cas, vous avez l’obligation d’enclencher un processus formel en matière de harcèlement, ce qui implique parfois de mener une enquête
This is my very first blog post with Rubin Thomlinson LLP, and I’m pleased to add my voice to the posts of my colleagues! I remain in familiar territory with a blog for federally-regulated employers and those conducting investigations in workplaces governed by the Canada Labour Code.
C’est mon tout premier billet de blogue chez Rubin Thomlinson LLP et c’est avec plaisir que j’ajoute ma plume aux analyses de mes collègues ! Je reste en terrain connu avec une publication pour les employeurs de compétence fédérale, et les personnes menant des enquêtes en milieu de travail réglementé par le Code canadien du travail.
In my last blog, I wrote about different types of employee misconduct, other than harassment and discrimination, that may warrant an investigation; for example, conflicts of interest, time theft, fraud, and the disclosure of confidential information.
Dans la plupart des juridictions canadiennes, les employeurs sont tenus d’adopter des politiques visant à traiter d’enjeux comme le harcèlement, la discrimination et la violence en milieu de travail. Notre travail d’enquête nous mène à lire beaucoup de ces politiques de « respect au travail » et il appert que la grande majorité d’entre elles sont clairement rédigées dans le but de se conformer aux exigences législatives.
For many years prior to joining Rubin Thomlinson LLP, my work involved the investigation of matters that did not relate to harassment or discrimination. I held in-house roles in the private and public sectors that involved the oversight of whistleblower programs.
Most Canadian jurisdictions require employers to have policies that address issues like workplace harassment, discrimination, and violence. In our investigation practice, we read many of these “respect at work” policies, and the overwhelming majority of them are clearly written to specifically comply with legislative requirements.
Janice Rubin and I recently completed a two-part webinar series on workplace restoration. During the sessions, we received several interesting questions, all of which we did not get the opportunity to answer. The questions were excellent and thought provoking and represent some of the questions that we are frequently asked when engaging in this work.
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