A Year in Review: Emerging Trends and Challenges in Workplace Investigations
Register here to join Carly Dunster and Shannon Sproule for a discussion on the most important recent legal decisions affecting workplace investigations. This webinar will benefit not only investigators but also human resources professionals, managers, and others who may receive complaints about harassment or discrimination, instruct investigators, and/or review and respond to investigation reports.
Specific questions to be addressed include:
- Must an employer investigate a human rights complaint made by an employee after they have left their employment?
- How should employers respond to anonymous complaints?
- What must be done to ensure procedural fairness in an investigation?
- What circumstances can make an investigator appear biased?
- Can employer counsel act as impartial investigators into harassment allegations raised under human rights and/or occupational health and safety legislation?
- Does the employer have a duty to investigate when an employee raises a concern about a coworkers’ conduct but subsequently decides that they don’t want to file a complaint or participate in an investigation?
- What balance are adjudicators striking between employee privacy rights and an employers’ duty to maintain safe, harassment-free workplaces?
- What parts of an investigation file must be produced in wrongful dismissal litigation or arbitration proceedings challenging employee discipline?
- How much detail must an employer disclose to parties about the results of an investigation?