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Conducting an Effective Workplace Investigation

December | Sherrard Kuzz LLP

  1. When Do You Need to Investigate
    • Legal obligation to investigate harassment, violence and discrimination
    • Policy reasons to investigate workplace misconduct
  2. Avoiding Common Investigation Pitfalls
    • Who should conduct the investigation?
    • How to effectively question participants?
    • Should the complainant or respondant be placed on leave during the investigation?
    • What is the union’s role in workplace investigation?
    • How can surveillance and electronic evidance be effectively used?
  3. Dealing with the Outcome of the Investigation
    • How to reach a conclusion on your investigation
    • Effectively communicating the outcome
    • Discipline and discharge arising from a workplace investigation
    • Returning the investigated employee to work

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