Workplace Investigations Archives

Qui est impartial ? Réflexions sur l’affaire Toronto Metropolitan Faculty Association v. Toronto Metropolitan University

March 5, 2025 | By Elizabeth Bingham, | By Alexandra Djagba Oli

L’une de nos responsabilités premières en tant qu’enquêteur(e)s en milieu de travail est d’être impartial. Les raisons de cette exigence sont assurément évidentes : si nous menions une enquête avec une idée préconçue de nos conclusions finales ou si nous favorisions une partie à l’enquête au détriment de l’autre, notre enquête ne serait pas équitable, et les participant(e)s n’auraient aucune raison de croire à l’intégrité de celle-ci.

Love is in the air? Investigating romantic relationships in the workplace

February 13, 2025 | By Liliane Gingras

At some point in their careers, most investigators will be asked to investigate a matter involving a workplace romantic relationship. I have certainly seen my fair share of these cases over the years. In this blog, I provide an overview of the circumstances that may lead to an investigation into a workplace romantic relationship, and tips on how to conduct such an investigation.

Top 10 Webinar Follow-Up: Key Case Law Updates on Metrolinx & AMAPCEO

February 4, 2025 | By Cory Boyd, | By Chantel Levy, | By Lori-Ann Green

Recently, my partners, Janice Rubin and Christine Thomlinson, and I presented Rubin Thomlinson’s “Top 10 Workplace Investigation Cases of 2024” webinar. We had a packed agenda and, as a result, we were unable to get to two cases that revisited two arbitral decisions that had been “top cases” in previous webinars.

Who is impartial? Reflections on Toronto Metropolitan Faculty Association v. Toronto Metropolitan University

December 18, 2024 | By Elizabeth Bingham

One of our core responsibilities as workplace investigators is to be impartial. The reasons for this are probably obvious: if we were to conduct an investigation with a predetermined idea of the outcome, or if we were to favour one party over the other, our investigation would not be fair, and participants would have no reason to trust in the integrity of the investigation process.

Does your organization have investigation overwhelm? Here’s how you can tell.

December 10, 2024 | By Liliane Gingras

There is no question that internal investigations are resource intensive. They need to be done fast, but thoroughly. They need to be done by people who have an appropriate skill level. Parties to an investigation need to be treated fairly and in a manner that is trauma informed.

The continued prevalence of sexual harassment in workplaces: Where do we go from here?

October 22, 2024 | By Katharine Montpetit

Two recent studies out of the United States are sobering reminders that workplaces still have work to do in combatting sexual harassment. Tulane University’s National Study of Sexual Harassment and Assault in the United States (“Tulane Report”) found no significant change in the prevalence of workplace sexual harassment between now and their first study conducted in 2018.

Five investigation report problems and solutions: Tales untold from our recent webinar

October 1, 2024 | By Liliane Gingras

I recently presented a webinar with my colleagues, Janice Rubin and Elizabeth Bingham, called, “How to be a Good Second Reader.” The webinar was aimed at those who, like me, review investigation reports.

Handling anonymous complaints – lessons from case law

September 12, 2024 | By Lori-Ann Green

When it comes to anonymity in workplace investigations, there are various facets. One of our partners, Liliane Gingras, recently wrote a blog about the risks of promising complainants a guarantee of anonymity throughout the investigative process. However, I would like to talk about situations where complaints are made by individuals who are completely unknown to the employer.

Serious insight for serious situations.