Top Ten Mistakes Employers Make Investigating Internal Harassment Complaints
Nobody wants to start investigating a harassment claim only to invite later litigation or human rights complaints. This session will outline the most common mistakes
you need to avoid in averting potential legal liability from such investigations.
• Examine when and why it is important to conduct an internal investigation
• Lean the importance of procedural fairness
• Find out what common errors to avoid
• Hear was the case law says about when and how to investigate a complaint internally Our Speakers
: Krista Siedlak
is an HR lawyer who has been in practice since 2002. Krista has a degree in commerce from McGill University and attended law school at Ottawa University where she received a Certificate in Alternative Dispute Resolution.
Krista works extensively with employers to help them avoid costly litigation by training managers on proper discipline and performance management techniques; preparing policies and contracts; and providing advice on how to manage workplace challenges. She also works extensively in the field of workplace respect, harassment and discrimination, frequently conducting Respect in the Workplace training sessions, preparing harassment and respect in the workplace policies and advising employers on human rights issues.
Krista speaks and writes frequently, including submissions for the HRPA, the Peel Chapter of HRPA, and the Mississauga Board of Trade. Krista is an engaging and highly rated speaker, who provides practical tips for human resource professionals. Kevin Robinson
has a degree in economics and received his Bachelor of Laws at Osgoode Hall Law School. Kevin then returned to his academic studies later in his career and received his Masters degree in law early in 2008. Kevin has also successfully completed courses in Intensive Trial Advocacy and on the Reid Technique of Interviewing and Interrogation. His training the Reid Technique is particular valuable in non-litigious forums such as investigations and mediations, as it provides the basis upon which a person can interpret the behavioural responses of individuals in addition to the specific answers provided during interviews.
Kevin articled with and then joined the labour and employment department of a prominent Toronto law firm where he practised for several years. He then joined the federally-regulated Canadian Broadcasting Corporation (CBC) as legal counsel responsible for labour and employment issues across its English networks.
Since his tenure with the CBC, Kevin has acted for a variety of employee and employer clients on a large array of workplace-related legal issues.
Kevin is a frequent speaker and lecturer on employment law issues. He serves as a member of the Council of the Ontario Bar Association, and in 2006 was appointed by the Attorney General of Ontario to the Council of the Ontario Association of Architects