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In August 2020, my colleague Veronica Howard and I published a blog on conducting workplace assessments under Bill C-65. At that time, Bill C-65 and the related Regulations set out the requirements that federally regulated employers were required to meet in order to satisfy their obligations under the Canada Labour Code (CLC)…
Good investigators worry about timeliness – it’s a requirement of the job. On the one hand, we understand that we must be thorough and produce a good, legally defensible investigation report. On the other, we also know that there are parties and clients (whether internal or external), waiting for the results of the investigation.
When conducting a workplace investigation, particularly those involving allegations of discrimination, harassment, or reprisal, one issue that may arise is the relevance of the intentions of the respondent.
Workplace assessments have emerged as a popular and very useful tool to proactively address and respond to concerns in the workplace. It is quite often used to gather information about culture, practices, or behaviours in the workplace, to identify the cause of conflicts, or to identify potential opportunities for improvement in particular areas…
As workplace investigators, we notice time and again how organizations and workplaces feel the ripple effects of bigger societal movements. The power of movements like #MeToo is that they permeate beyond headlines, making individuals rethink encounters…
On July 4, 2021, the New York Times published a story about a leaked video capturing the host of ESPN’s “The Jump,” Rachel Nichols, a White woman, questioning the merit of her colleague, Maria Taylor, a Black woman…
As workplace investigators, throughout the investigation process we often field requests from respondents (or their representatives) for additional information or materials. They may request further particulars of the complainant’s allegations, witness names, documents, notes or recordings.
In organizational contexts, people are often familiar with investigation processes and workplace assessments as the “go to” measures to resolve complaints or conflicts in the workplace. These are important and necessary processes, but workplace restoration is in fact also an option, though not often considered.
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