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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.
Two recent studies out of the United States are sobering reminders that workplaces still have work to do in combatting sexual harassment. Tulane University’s National Study of Sexual Harassment and Assault in the United States (“Tulane Report”) found no significant change in the prevalence of workplace sexual harassment between now and their first study conducted in 2018.
By now, you’ve probably heard about deepfakes. Maybe you followed the story of Taylor Swift, who was targeted by deepfakes that appeared to show her endorsing Donald Trump, or maybe you’ve seen concerns raised about how deepfakes of politicians could impact our next election here in Canada.
I recently presented a webinar with my colleagues, Janice Rubin and Elizabeth Bingham, called, “How to be a Good Second Reader.” The webinar was aimed at those who, like me, review investigation reports.
When it comes to anonymity in workplace investigations, there are various facets. One of our partners, Liliane Gingras, recently wrote a blog about the risks of promising complainants a guarantee of anonymity throughout the investigative process. However, I would like to talk about situations where complaints are made by individuals who are completely unknown to the employer.
“If you can’t write out your mandate in a short and simple paragraph, don’t start.”
When delivering our Workplace Investigation Fundamentals sessions, this is how I start the discussion on mandate. Simply put, an investigator’s mandate is the thing (or things) that they are being asked to do, the decision (or decisions) that they are being asked to make.
In our practice as workplace investigators, we regularly conduct investigations into allegations of sexual misconduct. Investigations are critical to ensuring a fair outcome and a safe work environment when these types of serious allegations are made.
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