The Number of Workplace Investigations are Skyrocketing: Here’s Why

by | Nov 22, 2016 | For Employers

There are different types of workplace investigations and the number of workplace investigations is skyrocketing. This blog discusses four scenarios where workplace investigations are required or recommended. To reduce legal exposure and save costs, I believe most employers should acquire the internal expertise to conduct workplace investigations

Workplace Harassment Complaints

Under the Ontario Health & Safety Act, an employer is required to investigate any incident or complaint of workplace harassment. The investigation must be conducted by someone who has received information and instruction on how to conduct an investigation appropriate in the circumstances. This type of complaint can arise when an employee believes that her supervisor is bulling her. Workplace harassment is defined to include workplace sexual harassment. Failure to investigate or appointing an untrained investigator could result in the Ministry of Labour ordering the employer to hire an external investigator at the employer’s expense.

Human Rights Complaints

An employer or a manager cannot discriminate against or harass an employee because of the person’s gender, race, age, disability or 12 other personal characteristics.

If an employer does not have an internal investigation procedure then an employee is much more likely to file a complaint with the Ontario Human Rights Tribunal where the person can be awarded significant damages. Did you know that an employer can be ordered to pay damages for failing to conduct an adequate investigation even if the adjudicator concluded no discrimination took place?

Investigations into Employee misconduct

In most cases, I suggest that an employer investigate allegations of employee misconduct before disciplining the employee and this usually means providing the employee with an opportunity to respond to the allegations against him. Courts have recently started ordering employers to pay punitive damages for conducting faulty investigations.

Investigations into Workplace Accidents

In workplaces with 20 or more employees, a joint health & safety committee is required to investigate workplace accidents where a worker is killed or critically injured and report their findings to the Ministry of Labour. It is important to carefully consider the scope of these investigations because the Ministry of Labour can charge the employer with violations of OHSA in connection with these accidents. Fines of over $ 50 000 are not uncommon for accidents that cause relatively minor injuries.

Internal or External Investigations

I suggest that you speak with your employment lawyer before deciding whether to use an internal investigator or an external investigator when a workplace investigation is required or recommended.

Internal Investigations

For cost and other reasons, most employers prefer to use an internal investigator as opposed to an external investigator, where possible. Given the potential legal liability associated with a faulty investigation I suggest that most employers make sure that at least one employee obtain workplace investigation training.

Workplace Investigation Training

On February 1 and 6, 2017, I am conducting workplace investigation training with Monica Jeffrey of JMJ Workplace Investigation Law in Barrie and Toronto, respectively. The cost is $ 399 plus HST for the day and registration is limited to 16. Monica and I will be taking participants through a simulated workplace harassment investigation so attendees can learn by doing.

Please call Jason Wong at (647) 204-8107 or [email protected] if you have any question about this training or you wish to register for this training.

The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.



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