Comments on: Workplace Harassment Complaints: Investigate when necessary but don’t necessarily investigate https://thehumlawfirm.ca/workplace-harassment-complaints-investigate-when-necessary-but-dont-necessarily-investigate/ Canadian Workplace & Employment Law, Professional Regulation Wed, 27 Nov 2024 02:09:11 +0000 hourly 1 https://wordpress.org/?v=6.9.4 By: Understanding Workplace Harassment Investigations: When they are necessary and when they are not - Hum Law Firm - Employment Lawyers Toronto https://thehumlawfirm.ca/workplace-harassment-complaints-investigate-when-necessary-but-dont-necessarily-investigate/#comment-31 Tue, 18 Oct 2022 02:12:59 +0000 https://thehumlawfirm.ca/?p=10519#comment-31 […] employers should take workplace harassment complaints seriously and address them expeditiously. However, not every harassment complaint requires an investigation. It is crucial to understand what harassment is and consult with experienced legal counsel quickly […]

]]> By: Workplace Investigations: What employers need to know when there is a workplace harassment or discrimination incident - Hum Law Firm - Employment Lawyers Toronto https://thehumlawfirm.ca/workplace-harassment-complaints-investigate-when-necessary-but-dont-necessarily-investigate/#comment-29 Fri, 02 Sep 2022 21:12:03 +0000 https://thehumlawfirm.ca/?p=10519#comment-29 […] Mediation can be a cost effective and efficient method to resolve a dispute in instances where the allegations are not serious and do not trigger an obligation to investigate. For example, in a situation where there is a workplace conflict, but harassment that meets the OHSA definition has not been alleged. There are numerous benefits to mediation, such as: […]

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