Discover our best tips along with a wealth of essential information on conflict management in the workplace.
Before even launching an investigation following receipt of a complaint or report, the employer or the designated person must conduct this first assessment, the admissibility analysis. This crucial step determines whether the allegations could reasonably constitute harassment if proven, and whether they meet the conditions of application of the applicable policies and the Act Respecting Labour Standards.
Workplace investigations on psychological harassment, sexual harassment, violence or discrimination are amongst the most delicate to conduct. For employers and lawyers who carry out these investigations – or for those whose who confer these mandates through an to external investigators on behalf of their organization or their clients – it is essential to adopt an approach that is rigorous, transparent and which tends to the unique circumstances of the implicated individuals.
Harassment in the workplace is a major issue that demands rigorous and impartial management. To guaranty that the process is equitable, it’s essential to adopt a structured approach and to guarantee the neutrality of the process. For different reasons, using an external investigator can be useful, but it doesn’t prevent that other actions related to the management of the file internally could be complex (temporary measures, communications with the parties, etc.).
