An employer can conduct an investigation if it has reason to believe one of its employees has been the victim of harassment, especially if an analysis of the complaint has confirmed its admissibility. An external investigator may be chosen in some cases in the interest of objectivity, impartiality and credibility in the eyes of the parties concerned.
Our dispute resolution professionals conduct confidential investigations in accordance with recognized best investigatory practices, organizational policies and the highest ethical and professional principles in the field.
Our clear and concise reports present the applied methodology, the allegations, each party’s version of the events, corroboration from and credibility of any witness statements, the analysis of the evidence according to the rules of evidence based on the balance of probabilities, and, lastly, the conclusion asto whether harassment occurred and whether the employer fully assumed its preventive and restorative obligations under section 81.19 of the Act respecting labour standards. Our reports may also identify risk factors and make recommendations toward correcting the situation.
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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 admissibility of a complaint of psychological or sexual harassment in the workplace, qualitative analyzes of the situation and recommendations for the restoration of a healthy workplace.