While these advantages are many, here are five reasons why employers ought to retain external legal counsel to
conduct workplace investigations:
HR and legal teams have key roles to play in what can be business critical processes and are often entrusted to
conduct workplace investigations without exposing the business to further risk.
We assist employers with compliance issues, defend employers against frivolous claims, and
conduct workplace investigations to address ongoing concerns.
We have extensive experience — and are regularly engaged — to
conduct workplace investigations in a variety of complex workplace - related matters.
Tamsin Kaplan explains how to properly
conduct workplace investigations and describes the case - specific analysis required to determine if non-disclosure is necessary.
Sara is often retained to
conduct workplace investigations in respect of alleged violations of the Human Rights Code, as well as workplace harassment or bullying, and is a facilitator of the Workplace Investigation Seminar team at Mathews Dinsdale.
Faced with such riddles, lawyers who
conduct workplace investigations have taken different tacks.
This is particularly true of attorneys who
conduct workplace investigations, which typically include gathering and review of documents, interviews of witnesses, and summarizing the available facts to
In this article, we will show that this approach, when applied to workplace investigations in New York, violates New York's statutory scheme, which allows attorneys to
conduct workplace investigations without a private investigator's license only if they are acting «in the regular practice of their profession.»
One of the sources of the legal duty to
conduct workplace investigations is the Ontario Occupational Health and Safety Act («OHSA»).
Employers should also
conduct workplace investigations in response to incidents and complaints of discrimination or harassment under the Ontario Human Rights Code (the «Code»).
Employers should
conduct workplace investigations because they may have a legal duty to do so, because there may be practical consequences for failing to do so, and because conducting a workplace investigations can help mitigate risk.
She has also assisted various government entities in responding to public records requests and utilizes her considerable experience to
conduct workplace investigations for public entities.
Due to his broad range of experience, he has been called upon to
conduct workplace investigations for municipal clients and has been engaged as a hearing officer in grievance proceedings.
We cover investigative principles concerning workplace harassment, sexual harassment, and discrimination; the types of conduct that constitutes harassment, sexual harassment, and discrimination; remedies available for sexual harassment; strategies to prevent sexual harassment; practical examples of sexual harassment; how to
conduct a workplace investigation; how to take a written declaration of facts; and how to take an oral declaration of facts.
Ms. Kaplan frequently
conducts workplace investigations and trainings on diversity, harassment, and other topics.
Rubin Thomlinson's employment law practice focuses on
conducting workplace investigations, assessments and workplace remediation.
For guidance in
conducting workplace investigations, please refer to our earlier blog post here.
In his previous work, Mr. De La Cruz assisted in
conducting workplace investigations for government employers faced with claims of discrimination, harassment, and retaliation.
Tess regularly
conducts workplace investigations and has appeared for clients in mediations and conciliations.
This blog is the first in a three - part series that will examine employers» obligations with respect to
conducting workplace investigations, and outline some proactive strategies that will aid employers in doing so.
The Ontario Superior Court of Justice (the «Court») recently indicated that employers may be liable for a breach of the duty of good faith where they fail to provide due process to employees when
conducting workplace investigations.
Tamsin frequently
conducts workplace investigations and trainings on diversity, harassment, and other topics.
She frequently
conducts workplace investigations and trainings on diversity, harassment, and other topics.
This blog is the first in a three - part series that will examine employers» obligations with respect to
conducting workplace investigations, and outline some proactive strategies that will aid -LSB-...]
Mr. Fong regularly presents on employment - related topics including sexual harassment prevention,
conducting workplace investigations, effectively dealing with leaves of absence, and social media in the workplace.
She also
conducts workplace investigations and represents her clients as their spokesperson during collective bargaining.
Employers may
conduct workplace investigation because they have a legal obligation to do so, because they have committed to do so in their own workplace policies, because conducting a workplace investigation may help mitigate risk, or for any combination of these reasons.
Employers should consider this potential liability when reviewing personal information about its employees, particularly when
conducting workplace investigations.
However, despite many employers» belief to the contrary, having legal counsel
conduct a workplace investigation does not guarantee that privilege can be claimed over the investigation.
She also supervises and
conducts workplace investigations and develops and conducts management and employee compliance and EEO training.
In addition to complying with Occupational Health and Safety requirements regarding workplace harassment and workplace violence policies and programs, a workplace should have a well established process for
conducting workplace investigations.
Dawn Collins has 20 years of experience as a civil litigator, but she places an emphasis on litigation prevention measures for her corporate clients, including
conducting workplace investigations, ensuring best practices related to discharge, discipline, leaves and reductions, drafting employment agreements, and complying with wage and hour laws.
Not exact matches
The practical effect of this new rule is to put the heat on companies and corporate boards to reexamine how concerns come forward and how
workplace investigations of potential wrongdoing are
conducted — and that is a welcome development.
She provides consulting and customized training for clients on a variety of topics, including sexual harassment prevention,
conducting internal
workplace investigations, effective documentation and performance management practices for managers, managing employee medical leaves and disability accommodations requests, and compliance with the myriad of wage and hour laws.
In the summer of 1998, the Mavericks
conducted an internal
investigation of Ussery after several female employees made complaints of inappropriate
workplace behavior.
The move comes after Pegula Sports and Entertainment
conducted an internal
investigation into Brandon's
workplace behavior and allegations of personal misconduct.
The usual protections that apply to a «consumer report»
conducted for employment purposes do not apply to
workplace misconduct
investigations.
This session will focus on practical recommendations for
conducting and managing
workplace investigations, particularly in regard to employee misconduct such as harassment and discrimination.
Ms. Sutrina also regularly
conducts internal
investigations and audits on behalf of her clients regarding sexual harassment, discrimination, wage and hour compliance, among other issues affecting the
workplace.
Here are five tips for employers to keep in mind when
conducting workplace harassment
investigations:
Michael also assists clients with policy development and implementation, respectful
workplace complaints and
investigations,
conducting labour relations training and performing employee relations audits.
The firm provides solutions on day - to - day matters and
conducts independent
workplace investigations.
We are not of the view, however, that the employer or complainants should call police in order to attempt to meet the amended
workplace harassment requirements under the OHSA to protect workers from harassment by
conducting an
investigation into an incident or complaint that is appropriate in the circumstances.
Notably, the amendments included a requirement that an employer
conduct an
investigation that is appropriate in the circumstances in response to a complaint or incident of
workplace harassment.
The significant passage of time between the incident and the charge should remind employers of the importance of
conducting an immediate and thorough
investigation of all serious
workplace accidents.
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, Shannon regularly
conducts workplace audits and
investigations on behalf of employers.
The Bill provides inspectors with the power to order that an employer engage a third party to
conduct an
investigation of a
workplace harassment complaint.
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.