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I sometimes find it hard to believe that we are already coming up to the fifth anniversary of the COVID-19 pandemic forcing us to quickly learn to work online. Here at RT, we remember having to rapidly adjust to conducting investigation interviews virtually (meaning by videoconference or telephone). Up to that point, most workplace investigation interviews were conducted in-person.
One of my favorite traditions this time of year is reviewing the annual top 10 lists. These lists are fun to read but also inspiring, filling me with the hope that I will somehow manage to watch all the top movies, read the best books, and binge the must-see TV series from 2024.
One of our core responsibilities as workplace investigators is to be impartial. The reasons for this are probably obvious: if we were to conduct an investigation with a predetermined idea of the outcome, or if we were to favour one party over the other, our investigation would not be fair, and participants would have no reason to trust in the integrity of the investigation process.
There is no question that internal investigations are resource intensive. They need to be done fast, but thoroughly. They need to be done by people who have an appropriate skill level. Parties to an investigation need to be treated fairly and in a manner that is trauma informed.
In my last blog, I wrote about different types of employee misconduct, other than harassment and discrimination, that may warrant an investigation; for example, conflicts of interest, time theft, fraud, and the disclosure of confidential information.
Dans la plupart des juridictions canadiennes, les employeurs sont tenus d’adopter des politiques visant à traiter d’enjeux comme le harcèlement, la discrimination et la violence en milieu de travail. Notre travail d’enquête nous mène à lire beaucoup de ces politiques de « respect au travail » et il appert que la grande majorité d’entre elles sont clairement rédigées dans le but de se conformer aux exigences législatives.
If you have encountered an allegation of ageism while conducting a workplace investigation, chances are that it involved an older employee who was passed over in favour of someone younger.
For many years prior to joining Rubin Thomlinson LLP, my work involved the investigation of matters that did not relate to harassment or discrimination. I held in-house roles in the private and public sectors that involved the oversight of whistleblower programs.
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