Bill C-65 Training Requirements
Concluding an Investigation
- Making a Determination/Finding: Analysis and weighting of evidence – does the complaint have merit?
- Will a written report be required? (Format)
- Making recommendations
- Review of the findings and outcome (Disclosure)
- Taking Action/Liability Issues/Corrective Action
- Neutrality/Impartiality/Credibility of the Investigator(s) (Perceptions/Appearance)
- Confidentiality/Privacy Issues
- Safety Issues
- Right to Representation (Role of Union)
- Translation/Accessibility/Cultural Considerations
- Thorough Investigation/Obtain Best Evidence
- Credibility/Reliability Factors
- The Investigation File/Documentation
- Communicating Results of Investigation (To Whom – Disclosure)
- Periodic Review – Maintaining Records/Statistics/Being Proactive
- The Possibility of External Investigations (OHRC, Police, Union, Ministry of Labour)
Call or email us today to discuss your workplace Harassment and Violence Prevention Training needs.
We Can Help!
HR Proactive Inc. has been investigating harassment and violence complaints and conducting training for decades. We have developed a wide range of resources to meet the employer’s due diligence in the area of creating and maintaining a respectful workplace. Our Respectful Workplace eLearning module can be purchased off-the-shelf and customized with client Brand/Logo and Policy. The Bill C-65 Harassment and Violence eLearning SCORM file can be uploaded to your organization’s Learning Management Centre.