Investigating Human Rights Complaints in the Workplace

Client Testimonial This was a great program with an experienced facilitator. I had been looking for a program for conducting Human Rights investigations for over three years. HR Proactive worked with me to provide exactly what I needed. The program definitely surpassed my expectations and I wouldn’t hesitate to recommend them to any business looking for this type of expertise! Michelle Tanzos Bell Canada Associate Director - Employment Equity & Human Rights Interested in this training program? Please call 1-888-552-1155 for pricing or further information.

Overview

A fast-paced one day workshop, led by Human Rights Specialists and filled with important/invaluable information for anyone who has to investigate, manage and deal with a variety of workplace issues and investigations involving discrimination, harassment, conflict, diversity considerations, accommodation of disability and absenteeism.

Participants will become more confident and knowledgeable in their role as investigators.

The program will cover evidentiary matters, legal standards and burdens of proof, solid investigation techniques, tips & procedures, and participants will become more aware of such factors and considerations as credibility, confidentiality, and privacy throughout the human rights investigative process. The workshop includes

• A refresher and update of the relevant legislation (Human Rights Act) including employer liability and meeting due diligence under the Act.
  
  
• The standard and burden of proof in a human rights proceeding.
  
  
• A review of the types and forms of evidence and other evidentiary considerations including weighting and admissibility of evidence, credibility, determining reliability of witnesses.
  
  
• Internal investigation Do’s and Don’ts, including establishing a solid investigation plan and witness list, proper statement and note taking, preserving evidence and maintaining an Investigation File.
  
  
• Writing an Investigation Report and Concluding an Investigation.
  
  
• Other considerations such as safety, confidentiality, investigating within a union environment, the potential for external investigations (Canadian Human Rights Commission, Police, Ministry of Labour).
  
  
• Beyond the Act: Personal Harassment/ Conflict and Violence in the Workplace and other developing trends.
  
  
• And much, much more!