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On August 21, 2017, the Ministry of Labour (“MOL”) issued a $49,000.00 fine against an employer that failed to comply with Orders to Pay. The employer, Winli Apparel Manufacturing Inc. (“Winli”), was out of business and, likely, also out of money to pay its employees’ termination pay. Employees filed successful claims under the Employment Standards
In August 2017, the federal government launched a $73 million work-placement program for students through paid co-op opportunities in industries such as science, engineering and skilled trades. This is one of many examples of recent initiatives attempting to attract more people into the skilled trades. Both federal and provincial governments have acknowledged a shortage of
We are often asked whether a respondent in an investigation (the person against whom the complaint is made) is entitled to know the allegations before him or her prior to the investigation meeting. Often, this question arises from the belief that, if given time, the respondent will have an opportunity to craft his or her
On August 1st, 2017, the Australian Human Rights Commission released a landmark report entitled “Change the Course: National Report on Sexual Assault and Sexual Harassment at Australian Universities”. The first published contribution of its kind in Australia – a national human rights agency has collected, analyzed and transparently reported findings on the issues of sexual
In my time as an investigator, I have noticed a theme that arises in many workplace harassment investigations: Emails cause problems. I know what you’re thinking – almost every workplace relies on email! How can people communicate without it? To be clear, I am not advocating for an end to email in the workplace. However,
On May 17, 2017, Bill 127 (Stronger, Healthier Ontario Act) received Royal Assent. The Bill modified the Workplace Safety and Insurance Act to allow WSIB benefits for workers who suffer from chronic mental stress in the course of their employment. In advance of Bill 127 coming into force on January 1, 2018, the WSIB released
In 2017, technology is a part of our everyday experience. In a world where Amazon has replaced the corner store and Tinder has replaced the local bar, it’s not surprising that businesses are now turning to apps and artificial intelligence to assist with workplace harassment reporting and investigations. Using artificial intelligence (AI) to identify potentially
As an external investigator brought in to investigate allegations of sexual assault, it is often necessary to make a determination as to whether or not the particular activity was consensual. This is one of the most difficult determinations to make, as it requires an assessment of the complainant’s subjective mind at the time of the
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