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In the course of a workplace investigation, it is not unusual to encounter a respondent who simply denies the allegations, without offering any further information or explanation. While a simple denial may sometimes be a sufficient response to an allegation, there are instances where there is seemingly more to the story than what the respondent is offering.
I was waiting in a security line at the airport last week when someone brushed past the woman and child behind me to jump the line. I was struck by the rudeness (and boldness) of this act of incivility and so I discretely pointed it out to the offender. They responded by raising their voice, denying the act, and telling me to mind my own business in a fit of profanity. Whew! That took the initial incivility to a whole other level!
It is not out of the ordinary for our firm to conduct workplace investigations involving very senior leaders – presidents, CEOs, senior vice-presidents, partners (in the case of law and accounting firms, for example), school principals, and even board members. While complaints against these individuals may not be the norm, they certainly do exist.
Perhaps your workplace has recently rolled out a training course to educate employees about how to create and maintain a respectful workplace. Or maybe your organization is currently undergoing training and you wish to look ahead and consider what happens after the training is over.
A workplace investigation will often start with an internal dispute between co-workers. The issue for an investigator will usually be to hear the evidence and to determine what was said or done, and to then determine whether the conduct in question was contrary to the standard of behaviour expected under an organization’s policies.
In recent years, we have seen important shifts in how employers are working to prevent and address harassment, discrimination, and violence in the workplace. As part of their efforts, employers are increasingly implementing training on these topics as a proactive measure.
I recently wrote a blog discussing a case adjudicated by the Prince Edward Island Human Rights Commission, which involved allegations of sexual harassment at a small local restaurant and the cost consequences of that employer failing to have a sexual harassment policy in place.
It’s that time of the year again. No, I am not talking about “chestnuts roasting on an open fire,” or the “it’s the most wonderful time of the year” feeling. I’m talking about the time of the year when many of us are trying to get into the holiday spirit while juggling work deadlines and demands,….
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