In an earlier post, we discussed when employers may wish to conduct workplace investigations. In this post we’ll discuss who should conduct the investigation.
Being lawyers, we usually have a quick answer to this: legal counsel. We recognize, however, that clients don’t have unlimited funds. So practically speaking, each situation will have to be assessed on its own facts.
In situations where a simple fact finding determination and assessment of credibility are all that is needed, the skilled manager can suffice, with counsel in the background to point them in the right direction and give legal advice based on any … Continue Reading
I recently had the opportunity to present a paper summarizing significant human rights decisions of 2012 at the annual BC Continuing Legal Education conference on human rights law. The conference was very well organized and featured a number of excellent topics and speakers.
In considering the case summaries I reviewed at the conference, I have the following thoughts about the state of human rights in British Columbia:
1. What is considered a human right and the kinds of activity that draw human rights protection seems ever expanding, including:
(a) persons with mild and temporary ailments and illnesses are considered disabled … Continue Reading
It’s time for another instalment in Murphy’s Laws of HR.
The first two laws were posted some time ago. #3 is posted in sympathy for those dealing with unionized employees, and to remind those with only non-union employees to count their blessings.
Murphy’s Laws of HR #3 – The union always grieves a termination:
even when the other union members say “It’s about time”; and
especially after convincing you to terminate.
… Continue Reading