Upcoming Webinar: November 27, 2025 @ 12:30 P.M. (ET) | “Deep Fakes” and Other New Technological Challenges in Workplace Investigations | Register Today!
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
Despite the ongoing political debate regarding DEI initiatives and the decision by some organizations to de-prioritize or even dismantle them, systemic discrimination continues to be a known pervasive issue within organizational structures in Canada.
Our firm sometimes acts as a third-party service provider to do the intake of complaints or whistleblower reports on behalf of clients. Clients retain our intake services for a variety of reasons – for example, if there are insufficient resources internally to handle the volume of complaints, or as a good governance measure to encourage those in the organization to come forward.
Dans ce billet, nous vous présentons notre équipe actuelle d’enquêteurs bilingues, composée de Frédérick J. Doucet et de Frédérik Forget. Tous deux mènent leurs enquêtes en anglais et en français, une compétence essentielle chez Rubin Thomlinson puisque nous prenons des dossiers de partout au pays. Nous voulions donc vous donner un aperçu de ce qu’implique le fait de mener des enquêtes bilingues et de la façon dont ces deux professionnels ont développé les compétences linguistiques qui leur permettent de s’épanouir dans leur rôle.
In this blog, we want to introduce you to our current team of bilingual investigators: Frédérick J. Doucet and Frédérik Forget. Both these investigators conduct investigations in English and in French, which is an important skill at Rubin Thomlinson given that we work across the country. We wanted to share with you what being a bilingual investigator entails and how these two investigators developed language capabilities that allow them to be successful in their roles.
In my last blog, I wrote about the importance of investigators becoming case law experts; that is, reading cases to understand what courts and tribunals consider to be investigation flaws. Admittedly, it can be difficult to keep up with case law and find time to review cases in depth; there are never enough hours in the day.
Can freedom of expression be invoked to justify disrespectful remarks or the disclosure of confidential information in the workplace?
Peut-on invoquer la liberté d’expression pour justifier des propos irrespectueux ou la divulgation d’informations confidentielles en milieu de travail?
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