Practical insights on a variety of topics from the consultants at Montana Consulting Group
-
This article was originally written for the Ontario Municipal Human Resources Association (OMHRA)’s Navigator newsletter. By George Raine In five decades of providing leadership training for more than 200 organizations, I have repeatedly encountered groups of managers who are unclear about their role. The starting point in any leadership development campaign is to clearly define
-
By Philippe Morin, LL.M. For various reasons, an employee who files a workplace harassment complaint may wish to prematurely end the resulting investigation. In their view, since they are the author of the complaint, they only need to withdraw it to terminate the investigation. That raises two questions I will examine in this final article
-
By Philippe Morin, LL.M. We saw in part one of this three-part series that all employers in Canada, regardless of the jurisdiction in which they operate, are likely under a duty to investigate when they become aware of a harassment incident, even in the absence of a written complaint. The key question then becomes, what
-
By Philippe Morin, LL.M. Many people wonder whether a written complaint is required before an employer conducts an investigation into workplace harassment. This is a legitimate question, in part because most respectful workplace policies provide that a written complaint is the first step in an investigation. Although a written complaint may be preferable, one is
-
By Philippe Morin, LL.M. In general, it is rather unusual for a manager to file a harassment complaint. Managers have the authority to address employee performance, including any behaviour deemed unacceptable. Therefore, a manager who is the target of harassment could simply call in the employee in question and manage the situation by pointing out
-
Canadian HR Reporter recently interviewed Montana Consulting Group Founder George Raine about why many organizations unintentionally reinforce poor management (and how to fix it), as well as how to address recurring employee issues without creating resentment. By Jim Wilson, Canada Senior Writer, HR and Safety “HR’s role is not to be the referee or the
Subscribe
Enter your email below to receive future posts.