There is growing recognition of the detrimental consequences of discrimination in the workplace. The costs in terms of employee health and safety and morale, as well as the financial and organizational implications for employers, are very real. Complaints of discrimination 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 interactive, hands-on workshop will explore what to do and what not to do from the moment a complaint comes in and provide practical advice on how to manage discrimination in the workplace, including:

• Preventing Discrimination: Designing, communicating and enforcing an effective human rights policy, and Employee Assistance Program.
• Pre-Investigation Stage: Deciding between informal resolution, mediation and investigation; identifying frivolous or vexatious complaints.
• Investigation Procedures: Meeting with and interviewing the complainant, respondent and any witnesses (where to meet, what to ask, etc.), gathering and reviewing documentary evidence and exploring whether broader issues contributed to the complaint.
• Time Limits: Ensuring compliance with time limits for filing, investigating/mediating and responding to complaints; extending time limits.
• Privacy and Access: Balancing confidentiality and disclosure requirements throughout the human rights investigative process.
• Record-Keeping: Documenting details of human rights complaints, actions taken, outcomes or remedies implemented.
• Procedural Fairness: Ensuring compliance with procedural protections for complainants, witnesses and respondents.
• The Union's Duty of Fair Representation: Dealing with issues concerning union representation (e.g. conflicting obligations, failure to investigate, etc.).
• Employer Liability for Failure to Conduct a Proper Investigation: Legal consequences, under human rights legislation, at arbitration and under the common law, for failure to investigate or for conducting a flawed investigation.
• Responding to Investigation Reports: Who gets them, what format do they follow, how should they be handled, etc.?

Also available in this Calgary conference series:
Pre-Conference Full-Day Workshop Thursday, June 10, 2010
	Dealing with Attendance Management and Disability Issues: New ideas, practical solutions
	Selection, Promotion, Performance Evaluation: Conducting a fair process, achieving the best results
Post-Conference Full-Day Workshop Saturday, June 12, 2010
	Accommodating Work-Life Balance Concerns: Addressing issues involving family responsibilities, pregnancy and personal leaves
Conference Thursday, June 10, and Friday, June 11, 2010
	Labour Arbitration and Policy Conference