When faced with a workplace allegation of misconduct, it is imperative for employers to investigate before reacting to such allegations. Employers should be prepared to question all those involved, and …
While lying during the course of an investigation may be deemed cause for dismissal, Canadian employees should pause given the court’s willingness to also equate silence with dishonesty.
What are the duties of employers under Ontario’s Occupational Health and Safety Act regarding workplace harassment complaints? Ontario’s Occupational Health and Safety Act confirms that employers have a duty to …
What are an employer’s duties when investigating complaints of workplace harassment under the Ontario Health and Safety Act? Under section 32.0.7 of the Occupational Health and Safety Act, an employer …
The #MeToo movement has attracted considerable attention to sexual harassment in the workplace, especially the power dynamics inherent when a superior makes an advance towards a junior employee. Workplace sexual …
Bullying was unacceptable when you were a kid on the playground. It is no different that you are adult in the workplace. Whether it is your co-worker or your boss, …
Employees are often the authors of their own misfortunes at work. Few take advantage of laws that are construed in their favour. Fewer will challenge their employer’s decisions, however unjust. Most will just complain. But – if you have an inclination to fight back, here are some do’s and don’ts.
sexual harassment claims can stem from an employee losing a job after declining the advances of a supervisor. NFL quarterback Brett Favre is learning about this the hard way after two former massage therapists are complaining he harassed them.
In challenging workplace investigations, employers should do all that they can to remain impartial. Consider hiring a lawyer or a third party investigator; as Daniel Lublin states, “even the appearance of partiality can undo the results” of an investigation.
Jason [email protected] School Admitted to Bar Years of Experience Proficiency InUniversity of Toronto 2011 13 Cause Termination, Constructive Dismissals, Discrimination, Variable Compensation PackagesA Passionate AdvocateMotivated by Making a Positive Difference …
