Sentences with phrase «workplace investigations require»

Workplace investigations require a sensitive and strategic approach and well - trained counsel to reach the best possible outcome.

Not exact matches

It's good to give employees these options because «one thing you don't want to do is require people to report only to their supervisors, because unfortunately that may be the person who they have a complaint about,» says Lisa Guerin, an attorney specializing in employment law and the author of The Essential Guide to Workplace Investigations: How to Handle Employee Complaints & Problems.

How to Protect Privilege in a Workplace Accident Investigation — Even Where Investigation Required by Statute

First, the Bill provides that the results of an employer investigation into an incident and complaint of workplace harassment, and any report created, are not reports respecting health and safety for the purposes of the section 25 (2)(l) and 25 (2)(m) OHSA provisions requiring production to the JHSC, safety representative or workers.

This program must be reviewed at least once a year and, in addition to providing a means to report incidents or complaints of workplace harassment and setting out how complaint will be investigated and dealt with, employers are required to: address alternate means of reporting complaints of workplace harassment; how confidentiality will be maintained during an investigation; and how the complainant and alleged harasser will be informed of the result of the investigation — including corrective action.

Clearly, the MOL could require an employer to conduct an investigation (whether using internal resources or a third party) into a workplace harassment complaint if the employer has not investigated.

In addition, the Bill proposes to employ Ministry of Labour Inspectors to order that an investigation into an incident or complaint of workplace harassment be conducted by a person with such knowledge, skills, and experience as required by the Inspector.

We do not believe that the employer could be subjected to an order or requirement from the MOL arising from the Bill 132 changes, requiring it to implement specific measures in response to the findings of a workplace harassment investigation.

If you have consulted with legal counsel, and have determined that confidentiality is required, tell the complainant to maintain confidentiality within the workplace about the investigation, so the results will be as reliable as possible.

It is important to note that if the third party conducting the investigation investigates workplace harassment complaints as part of their regular business, they will likely be required to be licensed to do so, generally as a private investigator or lawyer.

Employers will have an obligation to keep resulting workplace harassment investigation reports confidential, unless the disclosure is necessary for the purposes of investigating or taking corrective action with respect to the incident or complaint, or is otherwise required by law.

It will require that all incidents and complaints of workplace sexual harassment be appropriately investigated, that a complainant be informed of the results of the investigation and any corrective action, and that the employer's workplace harassment program be reviewed at least annually.

In addition, OHSA would require that employers have measures and procedures for workers to report incidents of workplace harassment and for the permissible disclosure of information during and after the conclusion of the investigation.

However, it should be noted that this decision was made prior to recent amendments to the Occupational Health and Safety Act, which require employers to conduct an appropriate investigation into all incidents and complaints of workplace harassment.

Tamsin Kaplan explains how to properly conduct workplace investigations and describes the case - specific analysis required to determine if non-disclosure is necessary.

Considered the gold standard among professionals in the industry, the Institute consists of intensive training on the core knowledge and skills required to conduct impartial workplace investigations.

Ms. Cole - Johnson is a trained workplace investigator and regularly conducts, manages, and provides advice regarding workplace investigations involving all types of employment - related issues, particularly those requiring Board of Director and senior management involvement and high - profile matters.

This workshop focuses on essential investigation skills required by HR Professionals who are charged with investigating workplace incidents.

This workshop focuses on essential investigation skills required by HR Professionals and In - House Counsel who are charged with investigating workplace incidents.

Importantly, under these earlier cases, the Board had held that an employer's OHSA workplace harassment obligations required a workplace harassment policy, a program with reporting and investigation mechanisms, and worker training on both.