Workplace Policy Archives - Page 3 of 4

A crash course on course of conduct: When it comes to workplace harassment, a single incident may not be just a single incident

March 2, 2020

In Ontario, harassment is defined in both the Human Rights Code and the Occupational Health and Safety Act as a course of vexatious comment or conduct that is known or ought to be known to be unwelcome. The term “course of conduct” gives the impression that harassment needs to be made up of multiple incidents. In fact, in some circumstances one serious incident can constitute harassment in the workplace.

Managing your mandate in a workplace investigation

February 25, 2020 | By Katharine Montpetit

As workplace investigators, we have all been there…we thought there was just one allegation. We had visions of an easy, straightforward, and speedy investigation. But then you meet the complainant and when you ask them, “Is there anything else?” it turns out there is much, much more.

Building safety in sport – Lessons in shifting culture

September 6, 2019

I am the Harassment and Discrimination Officer for my community sport club. Unlike my club peers who volunteered for the board of directors or fundraising committee and who are busy organizing weekly bake sales, seeking sponsors and promoting online fundraising campaigns, my volunteer role has required little of my time. But that is likely changing and for a good reason. Amateur sport in Canada is undergoing a cultural transformation, specifically around safety in sport and the creation of a safe environment for all participants, particularly children.

Hello: My Name is…Positional Power. Revisiting Schrenk to understand systemic power inequality in the workplace

May 17, 2019

9.9 times out of 10, I am the only workplace investigator at a social gathering. At a recent dinner, I explained what I do for a living. I received the usual raised eye-brows and comments that the other guests would start to watch what they were saying, but no investigator jokes.

(After being a lawyer for 23 years, I believe I have heard the gamut of lawyer quotes and cracks, but I have yet to hear a good workplace investigator joke or jab.)

After the initial reaction, I was also asked, “Why, with all the media attention through #MeToo and policies and laws in place, are we still talking about people not knowing how to behave at work?”

What do you do with half a story? Ask yourself these four questions.

December 4, 2018

A complainant files a harassment or discrimination complaint and then quits. A respondent says the allegations are ridiculous and refuses to participate.
What do you do when the individuals who have the most important information refuse to participate in a workplace investigation?

The dilemma of the anonymous complaint

September 10, 2018 | By Katharine Montpetit

While the promise of anonymity is often what gets complainants to come forward, once employers have that information, it can be difficult and sometimes impossible figuring out how to handle the complaint in a way that continues to protect anonymity. If the incidents described are specific enough and/or follow-up interviews identify the parties involved, the complainant is unlikely to remain anonymous for very long.

For Vancouver employers, embracing #MeToo makes good business sense

September 10, 2018

When it comes to making buying decisions, we all want the same thing: quality merchandise that is readily available, for a fair price. But this isn’t all – more and more consumers are factoring corporate image and business ethics into their buying decisions. We want to know how a business treats its workers, what impact its production methods have on the environment, and what corporate values it champions.

Excerpt from City of Toronto Equity Symposium Keynote by Janice Rubin

June 4, 2018 | By Janice Rubin

During the last several months, many of you have probably found yourself waking up in the morning and thinking: who’s next? Which towering figure from the world of entertainment, art, politics, restaurants, media — you name it — will be toppled due to accusations of sexual harassment? I am an employment lawyer who has worked

Serious insight for serious situations.