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Whether you are an internal investigator, or an external one, producing a report at the end of the workplace investigation process can be difficult and daunting. Over the years, we have produced many many reports, and we have reviewed many many others. We’ve also had the benefit of talking about how to write a report
Increasingly, we are being asked by our clients to conduct, or to assist them in conducting, workplace assessments. These are proactive processes designed to gather information relating to the culture, practices or behaviours in the workplace and to identify the root cause of any conflicts or issues, or to determine the effectiveness of an organization’s
New Year’s has always been a time to reflect. As employers, such reflection often leads to consideration of things that can help to impact the bottom line. And one of the best levers to do that – cost savings! I’m always surprised to discover that many employers are not aware of the Employment Insurance (EI)
I like to travel and I travel a lot. I love visiting new places and returning to those that have become familiar to me. I love experiencing new people, new food, new sights and new lands. However, upon return from a trip outside of Canada I feel a profound sense of gratitude to be “home”.
As the snow begins to pile up, it’s clear that it’s that time of year again: winter. With it, winter brings a different time of year for a number of our employer clients: they’re hiring “seasonal” employees. In Canada, many businesses rely on temporary employees to boost their ranks during busy periods, particularly in the
In the last few months, there has been an influx of commentary on the enforceability of contractual provisions purporting to limit an employee’s bonus entitlements upon termination. Following the Ontario Court of Appeal’s seminal decisions in Paquette v. TeraGo Networks Inc., 2016 ONCA 618 (“Paquette”) and Lin v. Ontario Teachers’ Pension Plan, 2016 ONCA 619
At a meeting on November 30th, the Toronto Transit Commission (“TTC”) board voted in favour of a plan to push ahead with the implementation of random drug testing – despite the fact that the matter is still being arbitrated. The vote was based on the recommendations of a confidential report tabled for the board’s approval.
A decision out of the Federal Court of Appeal this month has provided a reminder for investigators that their approach, their reports and the eventual findings must be reasonable in order to pass judicial scrutiny. The decision, Emerence Miakanda-Batsika v. Bell Canada 2016 FCA 278, is an endorsement of a previous Federal Court decision (2014
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