An employer can conduct an investigation should it suspect one of its employees has been the victim of harassment. The preliminary step of the administrative harassment investigation is to analyze the report or complaint’s admissibility.
Once this preliminary analysis is done, a clear and concise report is emitted presenting the methodology used, the allegations and their analysis, and determining if the reported behaviour, if proven, could constitute psychological or sexual workplace harassment. Regardless whether the complaint is deemed admissible, the neutral third party responsible for the analysis will make a broader diagnosis of the underlying situation and make recommendations on the appropriate ADR methods and other measures that could restore a healthy work environment.
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Training program in the prevention and resolution of disputes and in the handling of harassment complaints.
Individual and personalized support for executives wishing to improve their skills in conflict management, incivility and harassment prevention.
Evaluation service of internal systems for the prevention and resolution of situations of harassment, conflict and incivility within organizations.
Systemic portrait of a difficult relational situation, identifying the anchors (relational, structural and organizational) of the various conflicts present within the workplace and recommendation for the restoration of the workplace.
Facilitating interventions that aim to engage each participant in a partnership agreement to achieve the objectives of the sector of activity and the organization.
Process for the prevention and resolution of disputes in civil, commercial and workplace matters, implemented by the parties with the help of an impartial third party who facilitates the conclusion of an agreement.
Impartial legal opinion on the merits or not of a report of psychological or sexual harassment or incivility in the workplace.