I attended the “HR Leaders Summit Canada” conference last week, and participated in a panel where we discussed how human resources can lead organizations for “clarity, capacity, and care.” My co-panelists (Mark Edgar, Rawan El-Komos, and Momina Javaid, moderated by Donna Gray) had much insight and excellent ideas for HR professionals.
Bien que nous soyons surtout reconnus pour la conduite et le soutien d’enquêtes ainsi que pour la formation en matière d’enquête, ce qui nous passionne avant tout, chez Rubin Thomlinson, d’améliorer la culture en milieu de travail. L’un des moyens d’y parvenir est d’offrir de la formation sur le respect en milieu de travail (FRMT). Bien que souvent perçues à tort comme de simples formations sur le harcèlement et la discrimination, la FRMT englobe en réalité toute « formation qui apportera [aux travailleurs] l’information suffisante pour favoriser un milieu de travail respectueux »
While we are probably best known for conducting and supporting investigations and providing investigation training, our firm’s passion is elevating workplace culture overall. One of the ways we do that is by facilitating Respectful Workplace Training (RWT) – while often narrowly viewed as harassment and discrimination training, RWT more broadly refers to any “training that will provide [workers] with information intended to help foster a respectful workplace.”
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.
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.
La jurisprudence québécoise regorge de décisions particulièrement intéressantes pour les personnes menant des enquêtes en milieu de travail et pour les employeurs.
Québec’s legal landscape is rich with cases that are particularly interesting for workplace investigators and employers, although many remain overlooked due to the lack of English translations.
This is the third and final post in a series of blog posts that I wrote on data and investigations.
To recap, workplace investigations are also an invaluable source of data that organizations can use in a variety of ways – outside of the investigation process – to help their workplaces get into the zone – the optimal workplace that is characterized by respect, civility, tolerance, inclusivity, and no, or few, employment-related legal problems.
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