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When does a workplace harassment investigation meet the legal standard of being "appropriate in the circumstances"? A recent Ontario Labour Relations Board decision provides crucial guidance for employers on investigation scope, interviewer selection, and procedural fairness requirements under the Occupational Health and Safety Act.

We speak (and blog and train) often about how to conduct a workplace investigation. However, it's important to remember that employers need to be aware of their legal obligations...

When it comes to anonymity in workplace investigations, there are various facets. One of our partners, Liliane Gingras, recently wrote a blog about the risks of promising complainants a guarantee of anonymity throughout the investigative process

An Alberta court case examines whether whistleblower investigations can maintain witness anonymity while still providing respondents a fair opportunity to defend themselves. The decision establishes a framework for balancing confidentiality protections with procedural fairness requirements, analyzing five key factors that determine when identifying information must be disclosed to those facing allegations.