Sentences with phrase «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.

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.

Employers should consider this potential liability when reviewing personal information about its employees, particularly when conducting workplace investigations.

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.

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-...]

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.

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.

In his previous work, Mr. De La Cruz assisted in conducting workplace investigations for government employers faced with claims of discrimination, harassment, and retaliation.

For guidance in conducting workplace investigations, please refer to our earlier blog post here.

Rubin Thomlinson's employment law practice focuses on conducting workplace investigations, assessments and workplace remediation.

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.

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.

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.

Ms. Kaplan frequently conducts workplace investigations and trainings on diversity, harassment, and other topics.

Tess regularly conducts workplace investigations and has appeared for clients in mediations and conciliations.

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.

Employers should also conduct workplace investigations in response to incidents and complaints of discrimination or harassment under the Ontario Human Rights Code (the «Code»).

One of the sources of the legal duty to conduct workplace investigations is the Ontario Occupational Health and Safety Act («OHSA»).

Tamsin frequently conducts workplace investigations and trainings on diversity, harassment, and other topics.

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.»

She frequently conducts workplace investigations and trainings on diversity, harassment, and other topics.

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

Faced with such riddles, lawyers who conduct workplace investigations have taken different tacks.

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.

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

We have extensive experience — and are regularly engaged — to conduct workplace investigations in a variety of complex workplace - related matters.

We assist employers with compliance issues, defend employers against frivolous claims, and conduct workplace investigations to address ongoing concerns.

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.

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.

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.

While these advantages are many, here are five reasons why employers ought to retain external legal counsel to conduct workplace investigations:

She also supervises and conducts workplace investigations and develops and conducts management and employee compliance and EEO training.

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.