Upcoming Webinar: April, 30th 2020 @ 12:30 PM (EST)   |  How do you manage an external investigation?   |   Register Today!

Serious insight for serious situations.

Serious insight for serious situations.


At Rubin Thomlinson we use our experience in conducting workplace investigations across Canada to deliver relevant, engaging, and impactful webinars on the latest topics, updates, trends, and a range of key issues.

You can access our live one-hour webinars from all across Canada.
Complimentary Webinars:
We recognize that people are at home and trying to find ways to stay connected and up to date on current issues. We will be making our next three webinars COMPLIMENTARY. We want you to have the tools you need to maintain a safe, healthy, and effective workplace environment.
  • April 30, 2020:How do you manage an external investigation?
  • May 28, 2020:5 Common Workplace Investigation Pitfalls
  • June 18, 2020:Investigating Racial Harassment and Microaggressions

Looking for our public training catalogue? Browse our public training courses by clicking the button below:
    Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?

    Grammar, Punctuation, Failure to Edit, and Other Common Report-Writing Mistakes

    Parallel workplace and criminal investigations can lead to some of the thorniest issues workplace investigators have to grapple with. In this session, we will dive into these questions, provide an overview of important criminal law concepts and examine how workplace investigations, including university sexual violence investigations, can be affected by criminal cases.

    In the current climate, most employers will need to investigate a complaint of harassment, discrimination or workplace misconduct at some point. That means that workplace investigations, conducted by external lawyers and consultants are increasing at an exponential rate. How does an employer manage these processes? What are the reasonable expectations?

    Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.

    Considerations of Structure, Design and Content to Create Optimal Flow

    Join Janice Rubin and criminal lawyer Angela Chaisson for an hour “refresher” on the law of consent and how it applies to the workplace, university and college environments.

    The legal requirements on how to prevent and address workplace harassment and violence will change for employers in federally-regulated industries after Bill C-65 comes into force later this year. Are you ready? To prepare, you will want to ensure that your policies, employee training, incident prevention protocol, resolution procedure and investigation process all comply with the new requirements.

    Employment and occupational health and safety legislation exists to ensure that people can be paid for their work and do their work in a safe, fair environment. Punishing someone for asserting the rights, which are guaranteed by this legislation, constitutes a “reprisal.” Even though reprisals are strictly prohibited in this legislation, they occur all the time in the workplace. Employers need to be aware of the risks of engaging in reprisal in order to effectively prevent harassment in the workplace.

    People feel harassed based on an intuitive sense of what constitutes inappropriate behaviour. But people have different personal standards regarding interpersonal conduct. Nevertheless, the law of workplace harassment has an objective component – what would a reasonable person think and feel in a particular set of circumstances? Would the person feel harassed? Is the behaviour, objectively, harassing? These are difficult questions for HR professionals and investigators to answer.

    Rubin Thomlinson’s Best Tips on How to Prepare a Report that is Accessible and Will Stand for Itself