You ladies are super amazing!! I wrote to your law firm as my situation is identical to the last summary of your RU-vid of 4 yrs ago. You have confirmed what I already knew, I have a case and I’m being gaslighted with losing my employment after 22 yrs. This includes all you mention. I hope to hear back very soon.
I went through an investigation. The employer hired investigator sent me paperwork, to my home, for the entire week non stop, for me to comment on. And when I say “non stop”, it was literally day and night. I had no sleep for a week, trying to read and comment on her paperwork. To this day, my employer - a government agency, have not paid me for that week, despite the Investigation finding in my favour. When I think about it, the only reason I can think of as to why employer refused to pay me for that week was out of, purely nothing else, but spite. On another issue- when the Investigator called me in to do my interview, she asked me leading questions about my alleged bad performance. The investigator had even prepared a statement on my behalf trying to make admit to saying that “… I could not perform my job. I knew I was performing my job and I had evidence for it. When the Investigator tried to bully me into signing statement saying that allegedly my work performance was bad, I asked the Investigator that I want the Interview voice recorded. At that moment, she suddenly withdrew the false allegations that I was allegedly not performing and asked me if I was voice recording the interview.
Absolutely the bullies have a small group of liars to state they are witness to something / event embellishment to secure investigation and lies. Dirty
I filed a racial harassment with DEI and Business Partner at a tech place no avail and escalated to an attorney intent to sue. I am still working here.
I'm not being investigated, I made a complaint about a very aggressive employee. I was told today that until the investigation is done, I have to staybsway from work. I dont understand why I was asked to stay home, I was the one who was threatened and made the complaint. Do you know why?
I'm going through investigation right now over false allegations of harassment. This video demystified the process of HR investigation. Thanks for being so thorough.
When manager calls you in the office for fact finding investigation meeting, the first question is always "DO YOU KNOW WHY YOU HERE? what does that question imply (is it intimidation?)
Ladies, you did an excellent job. You gave me a clear view of what should have been done that was not in my experience of reporting harassment . Not only that, but I will be including this information that was not included in the respondence lack of an investigation. Come to think of the EEOC investigation was not this through as far as reviewing ,comparing the companies policy , practices , procedures, code of conduct and all relevant evidence to each allegation. And how they should have been applied to the investigation. A checklist should be implemented in order to compare and ensure that all the factors were qualified to each of the allegations in the complaint . I will be using this information in my hearing. Thank you so much! 😁😁👍👍
***** Determine if a workplace investigation is needed**** Steps: 1) Have an investigation roadmap (Plan) - allegations, policies violated, evidence, recommendations/ next steps, and legislation. Determine who will conduct the investigation 2) Inform all parties that an investigation is forthcoming (commence without delay- act quickly to execute). 3) Interview all relevant witnesses ( even the complaint) 4) review all relevant documents (asap by the investigation team).... evidence, statements, policies/ procedures.... Give the accused time to reply to allegations. 5) Draft a formal report by the investigator to include: - process - conclusion - corrective action (if any) - recommended next step
Companies will face a legal issue if they confront and fire an employee medicating with their cannabis if prescribed by their doctor and the employee says they can perform their job well. An employer cannot say that cannabis has affected their ability to perform said task because they are not a doctor. So there are no loopholes companies can get thru they just have to leave them alone in peace. Drug tests are not that accurate on how much cannabis an employee has consumed as weed can still be detected in saliva 29 days after consuming, and in the hair 90 days. So its best that companies dont bother unless they face an expensive court hearing. In fact the cannabanoids in cannabis help concentration improve particularly the CBG (cannabigerol) chemical in studies. So that dismisses the safety risk aspect somewhat.
When Commissionaires Nova Scotia corporate internal workplace investigator tells you, as the complaintant, and your witness, the company, and he are happy with the individual this investigator is about to investigate, these questions have to be asked? Can the investigation be done internally? Would the internal investigator be perceived to be biased and able to investigate with an open mind? Do his comments not suggest a conflict of interest or confirmation bias or biases and could he investigate this matter fairly and impartially? Investigator's comments suggest NO he could not! His exact words on the recording- "she has done a lot of good work in terms of the client relationship and taking over a very difficult challenging site to manage- so the client is happy, The company is generally happy with what it is." "But-she's achieving something for the company" With these words, neutrality and ability to investigate objectively with an open mind for this investigator are gone. This investigator never even interviewed the female employee I reported to him as I witnessed being harassed by this supervisor as told to him at our recorded with permission meeting, and as submitted to him on my written report. Of course , I was let go "without cause." The Adjudicator Order and Summary Report written after Small Claims Court hearing made no mention of the harassment I had seen one female employee subjected to, Summary Report para 13 states I witnessed site super yelling at an employee. Adjudicator Summary Report, para 32 states The memo resulted in an investigation by Mr. Duncan. Adjudicator Summary Report, para 9- Mr. Duncan was positive about and happy with her work. Adjudicator's own words in his Summary Report para 9, you have to ask how Adjudicator Darrel Pink did not see this investigator is biased, or at least in a major conflict of interest Chris Duncan investigating this. My Exhibit Book- Tab 5 was submitted complaint witnessing female employee being harassed by site supervisor. Tab 15- her text back to me if the investigator had interviewed her. Workplace investigator never interviewed her at all.Nova Scotia Small Claims Adjudicator did not upload his decision to the CANLII website, I have to wonder about that. I read Natalie's book- Extraordinary Damages in Canadian Employment Law- page 200-201. (2) Failure To Properly Conduct an Investigation and pages 296-305 (f) Flawed Investigation. A very informative and good presentation by both of you. Thank You!
What if they treat you like you are paranoid? I'm a good employee who boosted sales and was just given 4 days off after reporting veiled threats and blatant abuse.
I appreciate this thorough but 101 workplace investigations video. At Kelley Consulting Firm we conduct workplace investigations for small businesses and nonprofit organizations as well as provide training and organizational development. see our website for more information at www.kelleyconsultingfirm.com
There is a resource for every Ontario and victim's to find the community supports that can help them. They need only call 211 which is the 3 digit phone number to reach the 211 helpline.. 211 is the helpline for community and social service information in Ontario. We refer people to community and social services from shelters, to helplines, to violence against women programs, food banks, health services, victim services and more. 211 is answered 24/7. Calls are confidential.
ShelterMovers.com appreciates your encouraging support and thoughtful analysis of this complex issue. Indeed, employers have an obligation to provide a safe environment for all employees, especially survivors of abuse. Thank you for sharing your knowledge and experience on this critical matter!
