Rubin Thomlinson Workplace Training and Consulting Inc. offers real-to-life training for Canadian HR professionals, managers, and internal counsel in workplace investigations, employment law, and workplace human rights.
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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If you are a Federally regulated employer, are you ready for the changes Bill C-65 will bring to your workplace?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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Workplace investigations are on the rise...which means so is the potential for a poor investigation. A badly conducted investigation 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?
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
-
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.
