Practical insights on a variety of topics from the consultants at Montana Consulting Group
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By Philippe Morin, LL.M. A workplace harassment investigator does not make decisions about personnel actions and should not offer any recommendations. Here’s why we hold this position. The investigator performs many tasks but does not decide. They interview the parties and witnesses and may be called upon to assess credibility. They receive testimony and written
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By Philippe Morin, LL.M. Although harassment laws vary by jurisdiction, employers are typically required to address harassment, whether it comes from a colleague or a third party. Indeed, since employers are generally obligated to protect employees from workplace harassment, the origin of the harassing behaviour is of little importance. When harassment occurs between colleagues, the
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By Philippe Morin, LL.M. Every employer who receives a workplace harassment complaint will ask whether they should separate the parties involved and, if so, whether one of them should be sent home with pay during the investigation. Although the answer to this question may depend on several factors, there is one that should stand out.
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