Workplace Violence & Harassment Investigation Services

We help ensure you are meeting the latest legislation around workplace violence and harassment.

Two years in a row, Ministry of Labour inspectors have written more orders to Section 32 – Violence and Harassment than any other part of the Act.  Employers continue to struggle with the requirements and their obligations for violence and harassment under the Occupational Health and Safety Act.

For Workplace Harassment Programs all employers must do the following:

  • Develop and maintain a written program in consultation with the Joint Health and Safety Committee or Health and Safety Representative to implement the policy with respect to workplace harassment.

  • Review the program as often as necessary or at least annually to ensure that it adequately implements the workplace harassment policy.

  • Provide works with appropriate information and instruction on the contents of the workplace harassment policy and program.

  • Investigate incidents and complaints of workplace harassment that is appropriate in the circumstances.

  • Inform the complainant and the alleged harasser, if he or she is a worker of the employer in writing of the results of the investigation and of any corrective action that has been taken, or will be taken, as a result of the investigation.

The Ontario Health and Safety Act (OHSA) outlines the following responsibilities for an employer:

  • Have a violence policy and review it annually

  • Set up and maintain a workplace violence program

  • Complete and maintain a workplace violence risk assessment

  • Take every precaution reasonable in the circumstance to protect workers

  • Provide information and instruction on the contents of the workplace violence policy and program

The Investigation Process

Investigations in the workplace require discretion and sensitivity.  Gathering information should not come at the expense of damaged workplace relationships.

Every effort should be made to resolve workplace issues through an informal conflict management process.  However, when this process has been unsuccessful, declined by the parties or is deemed inappropriate, the delegated manager may initiate an administrative investigation to determine whether the allegations are founded or not.

Why work with us?

Great Lakes Counselling can assist employers in the following situations:

  • Harassment and bullying

  • Sexual Harassment

  • Workplace Violence

  • Allegations of misconduct and/or policy violations

  • Allegations of creating poisoned work environments

Why hire GLCCS for your Workplace Investigations?

Trained in building relationships, completing interviews and assessments allow our investigators to establish a trust relationship to elicit the necessary information to conclude the investigation in a timely and cost-effective manner. Social Workers are skilled report writers in the third person, objective style and are able to manage, supervise, organize, and compile information.

Investigations in the workplace require discretion, sensitivity and timely response. All parties involved should be treated with dignity and respect throughout the duration of the investigation.

Many claims of workplace harassment are actually personality conflicts. Social Workers are experienced in identifying personal stressors and/or underlying mental health disorders which can be identified during the interview process and alternative dispute resolution procedures implemented. Social Workers thrive at making fair and objective recommendations in an effort to resolve workplace issues.