Click here to purchase your copy of Human Resources Guide to Workplace Investigations, Second Edition, a must-have practical guide to workplace investigations written by leading employment and workplace investigations lawyers Janice Rubin and Christine Thomlinson.

Serious insight for serious situations.

Serious insight for serious situations.

Sharing the Investigation Results or: How to Stop Worrying and Have the Conversation

Employers sometimes ask us for guidance on how to share the results of a workplace investigation with the parties. It’s not difficult to imagine why.

All parties to an investigation—so long as they are employees of the employer—are entitled to learn the results of the investigation, as noted in the Ministry of Labour’s Code of Practice.

Yet letting a Complainant know that his harassment complaint was not substantiated, or telling a Respondent that he engaged in bullying, is difficult information to deliver. Information like this can be physically and emotionally overwhelming for the parties to hear, and both may experience a variety of emotions in response.

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Getting Back to Work: Restoring Relationships Post-Conflict

Recently I was invited to present a paper at the 2013 Canadian Association of Statutory Human Rights Agencies (CASHRA) as part of a panel titled A Model for the Future: Restorative Approach. The question the panel was designed to address was, “Can a restorative approach meet the stated purpose of each human rights jurisdiction in

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