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As awareness and understanding of gender diversity grows, more transgender, non-binary, and gender non-conforming persons are feeling supported and empowered to express their gender identities in the workplace.
It is readily acknowledged that the origins of “Pride” started on June 28, 1969, when police officers raided New York City’s Stonewall Inn in Greenwich Village, beating and harassing bar patrons and arresting 13 employees who were considered in violation of various gendered state legislation.
Like many of you, over the last couple of years, I have been hearing the buzz around the ban of the now controversial critical race theory (CRT) from some of our neighbours south of the border.
A lot of work goes into producing an investigation report that is well-written and well-reasoned. But the finished product is more than just a set of words—it is also a visual experience for the reader. While visual elements such as white space and word font certainly enhance readability, in this blog post I focus on the communicative power of visual aids (images, tables, charts, etc.) and provide some best practices for including them in investigation reports.
Si l’année 2022 nous a déjà fourni amples sujets de discussions tels que la gifle de Will Smith aux Oscars, ou encore le procès en diffamation de Johnny Depp, la récente décision de la Cour d’appel de l’Ontario dans l’affaire Render v. ThyssenKrupp Elevator (Canada) Limited, 2022 ONCA 310 (CanLII), rejoint, à mon avis, aisément ce palmarès.
In 2019, the Ontario Court of Appeal (ONCA) released its decision in Merrifield v. Canada (Attorney General), reversing a trial court decision and definitively ruling there to be no independent tort of harassment. The plaintiff, an employee of a police force, had made a claim of harassment and bullying which he asserted negatively impacted his career and caused him emotional distress.
I recently conducted a workplace investigation that included an allegation that an internal workplace investigation was unfair. Several witnesses who were interviewed as part of the internal investigation had provided evidence that was favourable to the complainant, but neither party to the internal investigation was provided with an opportunity to respond to this witness evidence in a follow-up interview.
If you’re conducting workplace investigations, it’s inevitable that at some point you’ll be faced with the dreaded “he said-she said” file. I think of a “he said-she said” scenario to be one where two parties have widely divergent versions of events and there are no eyewitnesses or other direct evidence.
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