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C’est mon tout premier billet de blogue chez Rubin Thomlinson LLP et c’est avec plaisir que j’ajoute ma plume aux analyses de mes collègues ! Je reste en terrain connu avec une publication pour les employeurs de compétence fédérale, et les personnes menant des enquêtes en milieu de travail réglementé par le Code canadien du travail.
Can freedom of expression be invoked to justify disrespectful remarks or the disclosure of confidential information in the workplace?
Peut-on invoquer la liberté d’expression pour justifier des propos irrespectueux ou la divulgation d’informations confidentielles en milieu de travail?
Ma collègue Liliane Gingras a récemment publié un billet intitulé « Le démantèlement des programmes d’EDI : une réponse de juristes ». Dans ce billet, Liliane a fait part de ses préoccupations face aux réactions négatives et à l’opposition croissante que suscitent actuellement les programmes d’équité, de diversité et d’inclusion (« EDI »). Plus précisément, elle s’inquiète du fait que certaines personnes pourraient croire que l’absence d’un programme d’EDI en milieu de travail signifie la disparition des protections juridiques contre la discrimination, ce qui n’est pas le cas.
On July 24, 2025, Justice Maria Carroccia delivered her verdict in the widely followed sexual assault criminal trial in which she considered the actions of five former World Junior hockey players, in relation to a woman, in a 2018 incident in London, Ontario. Justice Carroccia found the accused not guilty, and stated that the woman, referred to as “EM” throughout the trial, was neither credible nor reliable.
You receive an anonymous complaint through your whistleblowing portal that your CFO is having an affair with a subordinate. Your board receives a complaint that your CEO is creating a toxic work environment. Some of the most challenging complaints for organizations to address are complaints against C-level employees and other members of senior leadership.
The Royal Bank of Canada (“RBC”) made headlines last year when they fired two executives, over allegations of an undisclosed relationship between them that led to preferential treatment. One executive was junior to the other and had received significant promotions and pay increases, allegedly with the other’s influence.
Being trauma-informed is something that we are hearing quite a lot about in the space of workplace investigations, and rightly so. There is a lot of good conversation happening as employers, investigators, lawyers, human resource personnel, etc., are all starting to understand and appreciate the value and importance of conducting trauma-informed workplace investigations.
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