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