Canadian coverage, focused on workplace investigations, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
13 verified publications. Showing the 13 most recent.
New Brunswick introduced legislation on October 27 to restrict misuse of confidentiality agreements, particularly where secrecy can conceal harassment, abuse or discrimination. Employers and settlement counsel would need to account for the proposed safeguards if the bill passes, while voluntary informed agreements would remain possible.
The BC Human Rights Tribunal ordered disclosure of investigator interview records and temporary anonymity in a harassment complaint, but preserved legal advice privilege.
The BC Human Rights Tribunal dismissed a probationary employee's race and disability discrimination complaint against Whole Foods. Allegations of unfair treatment and poor performance reviews lacked evidence reasonably connecting those events or the termination to a protected ground.
In Moradi v. Whole Foods Market, the B.C. Human Rights Tribunal found that a complaint about race, disability and dismissal lacked the evidentiary connection needed to advance to a hearing. It wasn't a ruling that discrimination connected with language is impossible.
A Yukon human rights board found that repeated ancestry and sex based remarks by a highways supervisor amounted to harassment and that the government failed to prevent or rectify it. The employer was ordered to pay $44,000.
Ottawa's October 8 consultation reports look at new measures against forced labour. The practical HR question reaches into recruitment, supplier oversight and who investigates concerns.
Canadian employers need to distinguish bullying, harassment, discrimination and ordinary management, including what happens at social events and away from the worksite.
A defensible workplace investigation addresses allegations, witness participation, privacy, interim suspension and follow through without promising secrecy or automatic discipline.
There isn't one national investigation deadline for Canadian employers. The practical challenge is keeping the work prompt, fair and defensible without confusing speed with thoroughness.
A suggestion to sit down with a neutral person can be sound for an ordinary disagreement. Once someone reports harassment, Ontario and federal rules treat the offer of mediation very differently.
Handling a reported incident and reviewing whether prevention is working are related jobs, not the same job. Ontario, British Columbia and federal guidance each address the gap in their own way.
A federal occupational health and safety evaluation found that more than a third of workers who experienced harassment or violence did not report the most serious incident, and many who reported were dissatisfied with the outcome.
Schrenk brings shared-site harassment within a B.C. employment complaint. Reporting channels should include people on another payroll.
See how a weekly briefing brings relevant developments together. Choose your divisions and jurisdictions before deciding whether membership is useful for you.
A preview doesn't enroll you in email. Optional delivery requires a separate choice.