As Toronto continues to host the world for this year’s World Pride celebrations, I thought it was a good time to look back at some of the landmark legal moments involving, and impacting, members of the LGBT community. 1. Criminal Code Amendments (1969) On May 14, 1969, Omnibus Bill C-150 passed third reading in the
One of the frequent questions we are asked when conducting our workplace investigation training is, “When faced with conflicting evidence at the end of a workplace investigation, how can we make decisions about the relative credibility of the parties and witnesses?” Even more challenging can be articulating the reasons why you believe the evidence of
In a workplace investigation, it is not uncommon for complainants and potential witnesses to express concerns about job-related reprisals before speaking to the investigator. Recently, however, I had witnesses in two separate investigations tell me that they did not want to participate for fear of being sued by the respondent, with one witness specifically referencing
Recently my colleague and I had the opportunity to travel to Iqaluit, Nunavut in order to provide workplace investigation training. As part of my preparation for our trip, I was introduced to the concept of Inuit Qaujimajatuqangit, a term for Inuit traditional knowledge and information that is passed down through oral history, customs and traditions.
In addition to traditional workplace investigations, sometimes we are asked to conduct broader inquiries into concerns of systemic barriers and discriminatory policies and practices. To do so, we use a variety of information gathering techniques such as policy reviews, data analysis, questionnaires, focus groups and one-on-one interviews. As the variety of matters for which organizations
With Halloween behind us, it’s time to look ahead to another big date looming on the calendar. Yes, that’s right, another AODA deadline is fast approaching. Unlike under the AODA Customer Service Standard, an organization has a variety of deadlines to meet under the Integrated Accessibility Standard (“IAS”) depending on the nature of the requirements.
Recently I was asked to conduct an investigation by an organization that had received a complaint from another organization with which they did business, on behalf of one of its employees. While many of the investigation steps will be the same as in a more traditional internal investigation, the request did raise some important process
Recently I was invited to present a paper at the 2013 Canadian Association of Statutory Human Rights Agencies (CASHRA) as part of a panel titled A Model for the Future: Restorative Approach. The question the panel was designed to address was, “Can a restorative approach meet the stated purpose of each human rights jurisdiction in