Human Resources’ Post

Is Ignorance Bliss? The Hidden Risks in Your Workplace Investigations! Workplace discrimination and harassment not only challenge the core values of an organization but also threaten its operational integrity. In many cases, insufficient investigation processes exacerbate these issues, leading to unresolved grievances and a toxic work environment. This not only affects employee morale but can also result in costly legal repercussions. Creating a safe and inclusive environment, especially when it comes to investigators work within organizations, requires intentional actions. Here’s how: - Employ neutral, external investigators: Utilizing independent professionals ensures that the findings are impartial and comprehensive, reducing internal biases. - Educate on the importance of prompt action: Demonstrating swift and decisive actions in response to complaints reinforces your commitment to a respectful and safe workplace. - Establish clear communication channels: Implement accessible reporting mechanisms that guarantee confidentiality and encourage employees to come forward without fear of retaliation. At PointerWise, we excel in equipping organizations with the necessary tools and expertise to enhance their investigative processes. By partnering with us, you ensure that your workplace not only complies with legal standards but also champions a culture of respect and integrity. Read more on this topic in our blog here: https://lnkd.in/gWswJmJc Interested in more topics like Investigations in the Workplace? Check out our blog OnPoint here: https://lnkd.in/eGWWJ2Bv #OrganizationalHealth #HRConsulting #HRInvestigations

Ensuring integrity and confidentiality in workplace investigations is vital for maintaining trust and compliance. Our latest blog post offers essential strategies to safeguard these critical processes. https://lnkd.in/gdptHRet

Do it right - or leave it to those who know doing it. Investigations at the workplace, if not properly sourced and organised, run a massive risk of jumping head-first, fearless, into something that gets out of control very easily and at worst will fire back at the organization - and by that I don´t even mean the potential waste of resources. "THE" investigation does not exist. Just because an internal, or external, or combined team did a great job in one case does not mean it will be the right set-up for the next thing that pops up. Required competencies and resources vary widely. Everyone potentially getting involved in internal investigation work must take a cold hard look in the mirror and ask oneself the question: "Do I have the necessary skills to do this?" If the sobering answer is "no", leave it to the pros. There are lots and lots out there who have all the necessary skills and training. Excellent article by Pinsent Masons providing "lessons for employers" on how to not spoil an investigation at the workplace. #investigation #fraud #compliance

🌟 Did you know workplace privacy policy is your shield against data breaches, ensuring your personal information stays secure? Protecting your privacy is important. Do you understand the workplace privacy policy? From data collection to consent, discover how we safeguard employee and client data within and beyond the workplace while being compliant with privacy laws. To learn more: https://lnkd.in/g63Q2Wj2 . . . . #policy #thursday #workplace #privacy #dataprotection #UnlimitedHRMs #strategy #startup #TorontoStartUp #HRConsulting #CEO #relatable #hardwork #inspiration #employee #humanresources #Ontario #UnlimitedHRMs #textilesmanufacturing #medicalequipment #apparelmanufacturing #repairservices #consumerservices #residentialconstruction #commercialconstruction #beauty #technology #industry #hr

If your manager approves your leave without asking for a reason, it could be a sign that your company has a good culture of trust and respect for their employees' privacy. It shows that your manager trusts you to manage your time and personal obligations responsibly, without feeling the need to pry into your personal life. Ultimately, a good company culture is about creating an environment of trust, transparency, and mutual respect between managers and employees. #respect #job #company #organization #employee #manger #privacy #culture #environment

Court Awards $50,000 in Damages for Improper Workplace Investigation In a recent landmark ruling, an Ontario court demonstrated its commitment to upholding natural justice and protecting the rights of employees. The court awarded $50,000 in bad faith and moral damages due to an improper workplace #investigation, highlighting the importance of fair and impartial investigations in ensuring a just work environment. The case revolves around a scenario where employees alleged that their employer had manipulated an internal investigation to predetermine the outcome. This insidious practice, often called "placing fingers on the scale," denies employees and Canadians access to the fundamental principles of natural justice. The saga began with the employer's promise of an independent third-party investigation. This commitment was later exposed as a mere facade. The court's judgment revealed that the investigation firm had an apparent link to the employer through its legal counsel, compromising its independence. Transparency and confidentiality are cornerstones of any investigation process. Shockingly, the employer failed to maintain the confidentiality it demanded, conducting interviews at a Tim Horton's frequented by its own employees. This blatant disregard for privacy raised concerns about the company's sincerity in seeking the truth. One of the most troubling aspects of this case was the employer's refusal to provide essential supporting documents, citing solicitor-client privilege. The court rightly recognized this tactic as an attempt to hinder the investigation and shield critical information from scrutiny. Equally concerning was the coercion and intimidation experienced by those interviewed during the investigation. Such tactics create an environment of fear and hinder individuals from speaking truthfully, undermining the entire purpose of conducting an investigation. The Ontario court's decision conveys that such misconduct will not be tolerated. By awarding significant damages, the court acknowledges the harm caused to the employees and the violation of their rights. This ruling serves as a reminder to companies that they have a duty to conduct fair, unbiased, and confidential investigations, upholding the principles of natural justice. The recent Ontario court ruling underscores the vital importance of proper workplace investigations. Placing fingers on the scale, attempting to manipulate outcomes, and denying access to natural justice have far-reaching consequences. Employers must be held accountable for their actions, and employees deserve a work environment where their rights are respected, and #justice prevails. Thank you, Daniel Wong, Seth Holland, and Madison Bell of WeirFoulds LLP, for this important article. Yours truly, Sam Kemble, National Construction Council https://lnkd.in/gXNMP5vU

The Office of the Privacy Commissioner has made it very clear that there is no loss of an employee’s privacy as a condition of employment. Instead, consent must be “clear, informed and voluntary” and “employee monitoring should be limited to purposes which are specific, targeted and appropriate in the circumstances”. #hrbusinesspartnering #employeebenefits #benefitsspecialist #cgib #employmentlaw

Employers face a delicate balancing act when it comes to monitoring their employees. While it's important to ensure productivity and compliance with company policies, it's equally important to create a culture of trust and respect. Our latest eBook dives into the complexities of ethical monitoring in the workplace. Discover insights from thought leaders on how to introduce effective monitoring practices while respecting privacy rights. Download your copy today! #EmployeeMonitoring #TimeTracking #Privacy #Work #Productivity Link: https://bit.ly/3PxokJh

Over half of employees opt not to report the misconduct they've encountered or observed, prompting employers to ponder the reasons behind such decisions.    In our most recent blog post, we examine the key reasons employees often refrain from reporting workplace misconduct. Such hesitations arise from fears of their complaints being minimized, the threat of retaliation, worries over confidentiality, and an absence of suitable reporting mechanisms. We also highlight a comprehensive solution tailored to address the hesitancy in reporting misconduct. Explore more on this topic here: https://lnkd.in/eB7iBfbV #WorkShield #IncidentManagement #WorkplaceMisconduct #WorkplaceInvestigations