by HR Proactive Inc.
Training Products & Tools
HR Proactive’s Lead Investigator
DAVID GRIFFIN, MBA
Articles Pertaining to Harassment Investigations
This website will provide you with practical guidance and access to experienced investigators that can help you deal with harassment at work and conduct effective workplace investigations.
Problems and complaints over human rights, discrimination and harassment in the workplace can arise in organizations despite the employer’s best efforts to prevent them. If you are the person given the responsibility of conducting the harassment investigation and responding in a timely fashion, the task can be a daunting one. An organization’s legal, financial and corporate reputation can be at stake, not to mention the livelihoods and careers of individual employees affected by these often-unresolved issues. Human Rights law requires employers to maintain a working environment that is free of discrimination and harassment. Employers can be legally liable for any discriminatory and harassing actions of its managers, supervisors and workers, as well as for failing to deal with harassing behaviour directed at their employees from customers, contractors, suppliers and the public.
Harassment at work and other human rights matters are highly sensitive and emotional ones to deal with. Investigating such situations requires the use of sound investigative techniques and procedures. Unresolved or poorly handled, human rights issues can be costly, time-consuming and can affect productivity and employee morale, and have serious legal ramifications for an organization.
HR Proactive would like to provide useful information and tools for managers, human resources personnel and others in your organization who conduct workplace harassment investigations, to provide them the opportunity to become more confident and knowledgeable in their role as investigators. To learn more about evidentiary matters, legal standards and burden of proof, develop solid investigative techniques, tips and procedures, and become more aware of such factors and considerations as credibility, confidentiality and privacy throughout the investigative process, download our PDF file.
Ultimately the goal of any internal workplace harassment investigation is to determine if there is sufficient evidence to support the allegation or harassment complaint being made, that is, to determine if the case has “merit”. Even more important, however, a sound and thorough investigation can allow an organization to move forward with certainty to take the appropriate action to correct the problem (if necessary), can minimize liability (if any), and can assist in identifying and implementing any proactive steps or measures to prevent a reoccurrence.
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