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.
