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Harassment Investigation Canada

1 888-552-1155

What to Expect in a Workplace Harassment Investigation

Role of the Investigator:

HR Proactive Inc. Investigators are trained specialists with extensive experience in the human rights field and law enforcement. Our Investigators act as neutral fact finders who interview the Complainant, the Respondent and any Witnesses to the alleged incident of harassment. Evidence is gathered and a confidential report is prepared by the assigned Investigator which sets out the evidence and examines it in the context of the organization’s internal policy as well as any applicable Human Rights or Occupational Health & Safety legislation.

The confidential report is then submitted to the employer who determines what action will be taken.

Steps in the Investigation Procedure:

  1. The Complainant files a formal written complaint in accordance with the Employer’s Policy and Procedure.
  2. The Respondent is provided an opportunity to review the complaint and prepare a written response.
  3. The Employer provides the Investigator with a copy of the Complainant’s statement, the Respondent’s response, and any supporting documentation.
  4. The Investigator interviews the Complainant in confidence to gather additional information.
  5. The Complainant is provided with their interview notes, asked to make any corrections or additions, and requested to provide written confirmation that the information is accurate to the best of their knowledge.
  6. The Investigator interviews the Respondent in confidence to gather additional information.
  7. The Respondent is provided with their interview notes, asked to make any corrections or additions, and requested to provide written confirmation that the information is accurate to the best of their knowledge.
  8. Any Witnesses to the alleged incident of harassment are interviewed in confidence.
  9. The Witnesses are provided with their interview notes, are asked to make any corrections or additions, and are requested to provide written confirmation indicating that the information is accurate to the best of their knowledge.
  10. The Complainant and Respondent are allowed to respond to any new allegations or relevant information which arise during the investigation.
  11. If there are any outstanding questions following the interviews, the Investigator may contact the parties for further clarification. Likewise, if the parties have any additional information to add, they may contact the Investigator within a set time period to have the information added to the report.

Contact HR Proactive Inc. for advice on how to handle a Workplace Harassment Investigation

1.888.552.1155

sales@hrproactive.com

1.888.552.1155

sales@hrproactive.com

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