When you’re starting to drown between employee concerns, payroll duties and helping your CEO -- HR Insider is there to help get the logistical work out of the way.
Need a policy because of a recent regulatory change? We’ve got it for you. Need some quick training on a specific HR topic? We’ve got it for you. HR Insider provides the resources you need to craft, implement and monitor policies with confidence. Our team of experts (which includes lawyers, analysts and HR professionals) keep track of complex legislation, pending changes, new interpretations and evolving case law to provide you with the policies and procedures to keep you ahead of problems. FIND OUT MORE...
Non-Govt. Person Must Investigate Govt. Employee’s Work Violence Complaint

A government employee complained that her relationship with her manager had gotten so toxic that she was too scared to continue working with him. The agency took the complaint seriously and brought in another department official to investigate. But the employee contended that he wasn’t objective since he also worked for the federal government and that only an outsider should do the investigation. The OHS tribunal agreed. The OHS Regs. (Sec. 20.9) require that a ‘competent,’ i.e., impartial, person investigate a workplace violence complaint. Impartiality is partly determined by the parties’ perceptions and, in this case, the employee’s perception that a government employee couldn’t impartially investigate a government agency was neither unreasonable nor abusive [Employment and Social Development Canada v. Canada Employment and Immigration Union, Case No. 2017-05, Sept. 26, 2018].