Sentences with phrase «with workplace investigations»

At the time, they wrote to the party to say they felt the investigation was not sufficiently independent, and raised questions about Block's experience with workplace investigations.

- Employers should have a plan in place for how to proceed with workplace investigations to respond to allegations of harassment or violence.

Alissa has extensive experience assisting clients with workplace investigations, including: bullying and harassment complaints and investigations; discipline investigations; and, serious injury and fatality investigations by WorkSafeBC.

As the only national firm in Canada to focus solely on these complex and challenging cases, Rubin Thomlinson is synonymous with workplace investigations — operating with speed, sensitivity, and sureness.

Alissa provides practical and strategic advice in all areas of workplace law with extensive experience assisting employers with workplace investigations, employee discipline and termination decisions, collective agreement interpretation, human rights accommodations, and critical incident management including WorkSafeBC serious injury and fatality investigations.

Not exact matches

When Bills president Russ Brandon stepped down / was pushed out yesterday after an investigation of inappropriate workplace relationships with women, a release said that Kim Pegula was taking over as team president of the Bills and Sabres.

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.

The company's internal investigation of its workplace environment is due out later this month, while its court battle with Waymo is ongoing.

Dara Khosrowshahi, Uber's newly appointed CEO, will inherit a company that has been wracked with public scandal, infighting among its board members, an investigation into workplace harassment and a slew of lawsuits.

John Holden highlights how advances in technology can help with workplace computer investigations

His invaluable experience in providing representation on both sides of varied workplace matters provides Rob with a unique capacity to serve as a neutral investigator in a wide range of workplace investigations.

Rob works closely with human resource professionals in all workplace matters, including investigation of workplace harassment, discrimination, and other respectful workplace issues.

In addition, he helps his clients with employee training, handbooks, affirmative action plans, OFCCP compliance, and workplace investigations and audits.

Michael also assists clients with policy development and implementation, respectful workplace complaints and investigations, conducting labour relations training and performing employee relations audits.

Response: There have been no guidelines issued by the MOL in connection with the procedural and qualitative aspects of workplace harassment investigations — whether under current provisions or the Bill 132 amendments.

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.

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

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.

Employers and their management and leaders would be well - advised to ensure that the organization's health and safety program is robust and well - documented, and that MOL investigations and workplace incidents are addressed in a manner consistent with the possibility of even more significant OHSA liability.

In our view, Bill 132 creates the possibility that a complainant or respondent in a workplace harassment complaint could participate in the employer's investigation but, if not satisfied with the outcome, they or their representative could complain to the MOL and assert that the investigation was not «appropriate in the circumstances».

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.

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.

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.

But employers must also train management and internal investigators on how to receive and respond to a workplace harassment incident and complaint, conduct investigations, complete reports, and communicate with the parties to a workplace harassment incident or complaint.

The Act also increases an employer's requirement to improve upon and / or implement a workplace harassment and sexual harassment prevention program, and with respect to investigations of workplace harassment, it will impose particular duties on employers and includes the following:

The Act will also increase an employer's requirement to improve upon and / or implement a workplace sexual harassment prevention program, and with respect to investigations of workplace harassment, it will impose particular duties on employers.

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

We provide employers with the full range of services needed to address emerging employment law issues regarding employment contracts; recruiting, hiring and terminations; employment standards; policy and procedures development and implementation; downsizing and restructuring; human rights; privacy issues; and workplace investigations, among others.

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 Birmingham employment lawyers are actively involved in providing employers with prompt advice and guidance on an array of issues including wage and hour compliance under the Fair Labor Standards Act (FLSA), drug and alcohol testing, leave - of - absence issues under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), employee benefit programs, employee / workplace investigations and employee discipline and discharge.

While Bill 132 amends a number of statutes, the focus has mainly been OHSA, which increases obligations for employers with respect to workplace investigations related to complaints of harassment or sexual harassment.

Part 2 of our series on workplace investigations focused on the recent amendments made to the Occupational Health and Safety Act (the «OHSA») and Limitations Act by Bill 132, An Act to amend various statutes with respect to sexual violence, sexual harassment, domestic violence and related matters («Bill 132»).

Rubin Thomlinson LLP, with practitioners based in Toronto, Ottawa, Montreal, and Vancouver, has a national presence focused solely on workplace investigations and training.

Our practical, high - impact programs equip HR professionals and managers with the skills they need in workplace human rights and workplace investigation topics.

We work with clients» Boards of Directors, executives, in - house counsel, and human resources professionals to provide guidance in advance of, during, and in the aftermath of a workplace investigation.

Our employment lawyers and workplace investigators are available to assist and provide oversight to your internal counsel and human resources team when they are tasked with conducting internal 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.

Our services include: • Planning, conducting, and managing impartial workplace investigations that provide clients with substantive fact - finding reports to allow them to make effective and informed decisions • Providing guidance to support compliance with laws involving and impacting workplace investigations.

Additionally, Adriana has significant experience conducting sexual harassment training, as well as workplace investigations on behalf of employers in connection with allegations of discrimination and harassment.

It was the first piece of legislation that actually compelled employers to perform risk assessments of potential violence in the workplace (all violence, not just sexual violence), institute programs and policies for workplace violence and harassment (all harassment, not just sexual), give training to employees with respect to both violence and harassment, and — most importantly — develop specific procedures to enable both the reporting and investigation of employee complaints of harassment.

Our firm's Atlanta construction accident lawyers begin every case with an extensive investigation that often includes in - depth consultations with product and workplace experts.

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

Explore articles covering a range of important topics including new workplace investigation obligations that came into force with the passing of Bill 132.

If an individual complains under an employer's workplace harassment policy and doesn't like the way the employer handled the investigation (i.e. it didn't interview anyone), and then that person complains to the employer about its poor investigation and is fired, the Board appears not to have the authority under section 50 to deal with that situation.

Defended clients faced with investigations and prosecutions arising from fatalities and serious workplace injuries

With careful attention to detail we identify, and help our clients manage, potential business risks that could result from workplace investigations.

We help organisations manage workplace investigations and deal with whistleblowing complaints.

Ms. Cole - Johnson, Ms. Kushel, and Ms. Warren role - played the initial major phases of the workplace investigation process based on a hypothetical scenario with input from attendees on identifying and analyzing the issues presented.

Our practice includes a wide array of services that helps you deal with your employees, their needs, as well as your obligations towards them, such as health and safety, investigation, workplace management, and other issues that need to be maintained for the efficient and proper functioning of your business.