Employers may conduct an investigation when they have reason to believe that an employee is a victim of harassment. The preliminary step in an administrative harassment investigation is the analysis of the admissibility of the complaint or report.
This preliminary analysis gives rise to a clear, concise report that sets out the methodology applied, the presentation of the allegations and the analysis of these allegations, making it possible to verify whether the conduct reported to the employer, if proven, could constitute a case of psychological or sexual harassment in the workplace. Whether or not the complaint is admissible, the neutral third party in charge of the analysis will make a broader diagnosis of the conflictual situation underlying the complaint, and will make recommendations on the appropriate modes of PRD and other measures likely to re-establish a healthy workplace.
