Workplace investigation trends come and go. Over the past fifteen years, we have made several observations. In the this blog, we share our observation of four workplace investigation trends that are of use for employers. Establishing Clear Investigation Protocols Defining the scope and procedures of an investigation at the outset is crucial for its success. […]
Building Workplace Accountability: A Guide for Leaders As a human resources consulting team, one of our most valuable experiences is gaining insight into a wide variety of organizations. Whether working with small businesses, large corporations, non-profits, or private companies, we frequently encounter discussions about accountability gaps. These gaps don’t just affect individual performance—they can lead
Organizations are struggling with labour shortages. According to CBC news, some of this shortage may be a function of “The Great Retirement”. They reported a recorded number of 55 – 64 year-olds in addition to the 65+ group has retired in the last 12 months. In my experience, retirement brings about three major changes in
Inevitably, if a professional is conducting workplace investigations, you will encounter a situation where there is no evidence to prove if an allegation occurred or not. In the absence of corroborative evidence, or witness accounts, the workplace investigator may determine that a factual dispute is unsubstantiated. Alternatively, the workplace investigator may decide that an allegation
Do you deal with workplace allegations of harassment? Every day in Saskatchewan, people head to work with the hope of having a good day. People want to be paid fairly for the work they do, and they should reasonably expect to have a safe workplace where they are treated in a polite and professional manner.
As a workplace investigator, I am often asked by the complainant or management if the respondent will be informed/will they know the details of the allegations that have been made against them prior to their (the respondent’s) interview? The answer is always, “Yes.”. The reasons why are: Procedural Fairness In order to be aligned with
Every year, non-profits spend billions of dollars on salary, benefits, and other employee supports. As the number of non-profit organizations has grown in Canada so have the demands on non-profit leadership. Meeting client needs, fund raising, working with a board, finding volunteers, managing the money and with all of these, human resource challenges. To ease
The Problem Everyday people go to work wanting to do a good job, make a difference, and be successful. But, sometimes things don’t go as planned. After tempers flare and rude comments are made, relationships can take a nose dive. This can lead to tension and claims of bullying. Workplace conflict affects the entire team.
As an HR investigator, when I contact an HR investigation witness, they often have questions regarding their participation in the investigation. Three HR investigation witness questions are: Do I have to do this? What can I do to prepare? Will people know what I said in my interview? The First HR Investigation Witness Question: Do
There are allegations of harassment against me. Now what? Workplace harassment investigations cause feelings of intimidation and stress. However, barring any criminal act, as the Respondent, the investigation itself is an opportunity for you to share your reality with the investigators so that they can conduct a fair and thorough investigation. The first step when
