Workplace Investigation Northern Ontario- (705) 268-6492
Both Suzanne and Oana have received training in the proper way to conduct a workplace investigation from Roger Beaudry, of Aptus Conflict Solutions Suzanne has experience in conducting workplace investigations for employers because of complaints leading to workplace investigations. Both Suzanne and Oana are bilingual which is a definite asset since they can interview witnesses in both languages. With their knowledge of Employment Law and Human Rights legislation and their experience as lawyers may it such that they fact finders.
When a complaint is received by the employer, the law is very clear the investigation needs to be done promptly. Some investigations can be done internally most often it is done by the Human Resources representative, but it is imperative that the Human Resources Representative is able to put his/her daily tasks aside and immediately jump in to conduct the investigation. Where many employers end up in hot water is not necessarily failing to investigate, but rather because their investigation is flawed, inadequate or biased. Many Human Resources Representatives are not equipped to conduct complex investigations. It is preferable to get an external workplace investigator if:
- If the complaint is highly sensitive;
- If there is a hint of conflict of interest;
- If the dispute involves senior individuals in the organization;
- Where the allegations are particularly serious;
- When the dispute involves complicated legal or technical issues.
Typical areas where an external investigation maybe required are:
- Workplace discrimination
- Bullying and harassment
- Breach of workplace policies
- Acts of reprisal
- Sexual harassment
- Toxic or hostile work environment
- Inappropriate behaviour in the workplace
It is our policy to conduct a fair and balanced workplace investigation. We consider the full employment context. We will consider the workplace policies, the relevant law, the practices in the workplace, the roles and responsibilities of the parties and the interrelation between all of the above. Suzanne and Oana’s role as an investigator is to make recommendations as to how to address the conflict if the same is requested and the lawyer retained by the employer can decide whether or not to apply discipline.
At the conclusion of the investigation, we will provide you with a comprehensive and detailed oral or written report, which includes our findings of fact and recommendations if that is part of our mandate, if requested. Remember that if the investigation is done in anticipation of litigation, it can be covered by solicitor-client privilege.