Harassment Investigation Services for Workplace Safety

Worker Being Interviewed By The Supervisor - Harassment Investigation Services For Workplace Safety

Workplace Harassment Overview

Harassment in the workplace can be a daunting experience, especially when the Ministry of Labour, Immigration, Training, and Skills Development has issued an order. HSPI offers harassment investigation services to alleviate the stress and provide an external view on the situation. We understand that it’s often a scary time when someone in the workplace has been accused of harassment.

Our health and safety consultants have the required knowledge and experience to conduct impartial and objective investigations.

What We Do

No two investigations are the same. After receiving a request for support, HSPI staff will meet with you to understand the situation and develop a plan.

A thorough investigation requires multiple steps. These include:

  • Review of the original complaint or order from the Ministry

  • Review of your current policies and procedures related to workplace harassment

  • Interviews with all relevant parties in the workplace

  • Written objective reports indicating the facts of the case

  • A determination of whether there was harassment, based on the facts of the investigation

  • Development of recommendations to prevent future incidents

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How We Support You

HSPI’s staff use an empathetic but objective approach when investigating harassment complaints in the workplace. We understand that when there is an accusation of workplace harassment, staff may be afraid. Our goal is to provide an unbiased report based on all available information.

HSPI investigators foster a comfortable environment that is free of judgement. This allows us to better understand the facts of the situation without causing more distress. We aim to understand what happened and why it happened.

We also provide support to Senior Leadership Teams and Boards of Directors when the subject of the investigation is either a senior leader or another Director.

Based on the combined findings of our document review, interviews, and other relevant analysis, we will draft a report for your leadership team. Our report will detail whether there is evidence of harassment and recommendations for preventing similar incidents in the future.

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Areas We Have Experience In

HSPI has provided investigation support for multiple industries. This includes clients working in:

  • Non-profit and Social Services Organizations

  • Healthcare facilities

  • Indigenous communities

  • Municipal Government Organizations

  • Hospitality and Tourism Service Providers

  • Light and heavy industrial and manufacturing

We understand that every investigation is unique. HSPI staff tailor their approach to your specific workplace and the incident at hand. Our team is well-versed in handling various workplace harassment investigations, ensuring a thorough and unbiased process every time.

HSPI’s experienced investigators manage all aspects of harassment investigations, from reviewing complaints and policies to interviewing relevant parties and providing detailed reports. Our objective findings help you take the necessary steps to prevent future incidents. Contact us today to learn more about how our workplace harassment investigation services can support your organization.

Harassment Investigation Services for Workplace Safety
Frequently Asked Questions

What is workplace harassment?

Workplace harassment includes any unwanted physical or verbal behaviour that offends or humiliates an employee. It includes discriminatory, personal, power, cyber, retaliation, sexual, and verbal harassment.

Examples include discriminatory comments, bullying, misuse of power, spreading rumours online, retaliatory actions, unwanted sexual advances, and verbal insults.

If you experience harassment, report it to your supervisor, HR department, or use the designated reporting channels provided by your employer.

Addressing harassment is crucial to maintaining a safe, respectful, and productive work environment. It helps prevent psychological distress, reduces turnover rates, and protects the company’s reputation.

A harassment policy should outline prohibited behaviours, reporting procedures, and consequences for violations. It should also comply with legal requirements and promote a culture of respect.

Prevention measures include establishing a clear harassment policy, providing regular training, encouraging open communication, and implementing a confidential reporting process.

Harassment policies should be reviewed annually or whenever significant changes occur in the workplace to ensure they remain effective and compliant with current laws.

Individuals subjected to harassment may experience anxiety, depression, decreased productivity, and may even leave their jobs which can impact their financial stability and career prospects.

Harassment can erode trust, increase turnover rates, damage the organization’s reputation, and lead to legal liabilities and costs associated with addressing complaints and providing training.

Employers in Canada must develop and implement a harassment policy and program, as outlined in the legislation, to address and prevent workplace harassment.