The employer may conduct an investigation when it has reason to believe that an employee is a victim of harassment, in particular when there has been a conclusive admissibility analysis to this effect. In certain cases, an investigator from outside the organization will be chosen for greater objectivity, impartiality and credibility with the parties.
Our dispute resolution professionals conduct confidential investigations in accordance with recognized best investigative practices, applicable rules under organizational policies and the highest ethical and deontological principles in the field.
Our clear, concise reports present, in succession, the methodology applied, the statement of allegations, the parties' version of the facts, the corroboration and credibility of witness testimony, the analysis of the evidence in the light of the rules of evidence based on the balance of probabilities, and finally, the conclusions as to whether harassment has occurred and whether the employer has adequately and fully assumed its preventive and curative obligations within the meaning of section 81.19 of the Act respecting labour standards. They may also include identification of the risk factors involved, and recommendations for restoring the situation.
