Upcoming Webinar: June 20, 2023 @ 12:30 P.M. (EDT) | Québec Cases We Should Know About | Quelques décisions du Québec que vous devriez connaître Register Today!
In celebration of our twentieth anniversary, we have created the Rubin Thomlinson LLP Workplace Human Rights Award, in partnership with Toronto Metropolitan University’s Lincoln Alexander School of Law. Learn More
The assessment of credibility and reliability is always a central part of an investigator’s work. My colleague, Chantel Levy, wrote an excellent overview of the considerations a decision maker should bear in mind when making a finding of credibility, including consistency, corroborative evidence, plausibility, and motive.
We have had mandates to investigate allegations of sexual abuse that occurred many years ago. As we point out to clients who wish to retain us, beyond the complexities of every case of this kind, most notably that there is usually no direct evidence of the event having transpired, “historic” cases present unique challenges: Witnesses may no longer be available, documents may have been destroyed, and memories inevitably fade.
Slurs, name-calling, swearing, yelling, taunting, eye rolling, profane jokes and innuendos, sexual harassment, violence to property or person: these are easily recognized as the types of behaviours which run afoul of workplace codes of conduct and anti-harassment policies.
Social media can be a great way to connect with friends and family, especially those people we don’t often get to visit in person. Unfortunately, social media can also be a venue in which workers make demeaning, threatening, and insulting comments about colleagues and supervisors.
Workplace investigations are not for the faint of heart. The sensitive subject matter and high stakes often cause tensions to run high, not just for the parties, but also potentially for investigators.
En décembre 2022, un arbitre du travail québécois1 a ordonné à l’Université du Québec à Montréal (UQÀM) de verser 4 000 $, à titre de dommages moraux, à Gaëlle Étémé Lebogo, une étudiante au doctorat qui s’identifie comme une femme Noire, en raison du harcèlement psychologique et discriminatoire qu’elle a subi dans le cadre d’un contrat de correctrice d’examen.
In December 2022, a Québec labour arbitrator rendered a decision ordering Université du Québec à Montréal (UQÀM) to pay $4,000 in moral damages to Gaëlle Étémé Lebogo, a teacher assistant and PhD student who identifies as a Black woman, following the psychological and discriminatory harassment she suffered in the workplace.
In Canada, an individual subject to a legal process such as a hearing or trial can request an accommodation connected to a human rights-related ground such as a disability. One common accommodation request is for permission to be accompanied by a support person for assistance, as this allows for meaningful participation in the process.
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2023
