Delaying workplace investigations has many risks. Instead of postponing them, employers should view completing workplace investigations necessary to strengthen and keep the workplace safe for all upon returning to work.
Two recent Ontario decisions have made it clear that rude conduct and hurt feelings don’t necessarily equal “workplace harassment”.
The impact of language in determining whether a conversation with an employee is workplace harassment or not.
Employers, are you ready to conduct a social media workplace investigation even for off-duty social media activity?