Top Five Tips for Investigations in a Unionized Workplace
Date: February 11, 2019
When developing an investigation plan and conducting an investigation, employers must always be focused on achieving the dual goals of: (1) providing fairness to both the complainant and the respondent; and (2) reaching a substantiated and reasonable conclusion to the investigation. The role of a union in achieving these goals in a workplace investigation will be dictated by a variety of factors, including: the past history between the parties; the nature of the complaint; the policies or procedures in place; and/or the language of the collective bargaining agreement.
Keeping this in mind, this Client Toolkit outlines the five top tips for conducting investigations in a unionized workplace.
You must be logged in to access this content. Go to the Client Access area to login.This toolkit provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Hicks Morley Hamilton Stewart Storie LLP and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Hicks Morley Hamilton Stewart Storie LLP. ©
