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Serious insight for serious situations.

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But I Did an Investigation…: BC Human Rights Tribunal Weighs in on Investigative Gaps in Discrimination Case

The law on harassment investigations tells us that an employer must conduct an investigation that is “reasonable” and “appropriate in the circumstances.” The challenge is to know what the exact content of a reasonable and appropriate investigation is, particularly when the workplace issue to investigate appears to be like a puzzle with missing pieces whose final picture is constantly shifting.  

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Drawing the Line: When Performance Management Becomes Harassment

Most of us approach our work with the intention of doing our best.  We strive to ensure that the quality of our work meets the standards that we have set for ourselves as well as those established by our employer and the clients or customers we serve.  Whether or not this objective is realized depends on a combination of factors that relate to our individual strengths and the particular conditions of our work environment.

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Cultural understanding vs. “culturalism” in workplace investigations

One of my most embarrassing moments occurred in high school when I had dinner with a friend, whose grandmother was visiting from Iran. She had made us a wonderful meal, and because she didn’t speak any English I tried to convey my gratitude with two enthusiastic thumbs up. She gave me a shocked look and ran out of the room, while my friend and her parents dissolved into horrified giggles. Apparently, the “thumbs up” gesture does not mean the same thing throughout the world.

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