LANCASTER HOUSE - Labour Employment and Human Rights Law Publishers

HOW TO CONDUCT AN EFFECTIVE
HARASSMENT INVESTIGATION
Post-Conference Workshop

Human Rights and Accommodation Conference - Toronto

Presented by: Lancaster House
&
University of Toronto,
Centre for Industrial Relations and Human Resources

Thursday, April 3, 2008
Full-Day Interactive Session
9:00 a.m. – 4:00 p.m.

Metro Toronto Convention Centre
South Building, 222 Bremner Blvd., Toronto, Ontario

Registration Information	Hotel Information
Directions to MTCC South Building

This workshop has been accredited by the Law Society of Upper Canada for 5.5 hours towards the professional development requirement for certification in the specialty area of labour law at the intermediate level.

WORKSHOP LEADER

		Judith Allen Principal AIM (Arbitration, Investigation, Mediation)

SPEAKERS

		David Chondon Employer Counsel Crawford Chondon

		Yola Grant Union Counsel Grant and Bernhardt

WORKSHOP TOPICS

Employers and unions know that complaints of harassment must be investigated promptly, thoroughly and fairly, but the parties may not fully understand their obligations in light of developments in the law governing the investigation process. This hands-on workshop will explore what to do and what not to do from the moment a complaint comes in.

What procedures should the employer and the union follow to ensure that the rights of the complainant and the accused harasser are respected? What steps should the employer and the union take to demonstrate an adequate response to a harassment complaint? What liabilities do they face in the event of an inadequate response?

Who should conduct the investigation: internal or external investigators? When should the complainant and/or the respondent be removed from the workplace? What are appropriate techniques for assessing credibility when versions of the events conflict?

Are harassment complaints and witness statements privileged? Who is entitled to a copy of the investigation report? What about the investigator's notes and other documents relied upon in the course of the investigation?

What must the employer establish in order to impose discipline? How should discipline be assessed? What penalties are likely to be upheld at arbitration?


Also available in this Toronto conference series:

Pre-Conference Workshop Monday, March 31, 2008

	FINDING AND FIXING THE HUMAN RIGHTS PITFALLS IN YOUR EMPLOYMENT POLICIES AND COLLECTIVE AGREEMENTS

Tuesday, April 1, 2008 and Wednesday, April 2, 2008

	HUMAN RIGHTS AND ACCOMMODATION CONFERENCE

Registration Information	Hotel Information
Directions to MTCC South Building

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