A recent Human Rights Tribunal of Ontario decision provides meaningful guidance to employers on how to conduct proper workplace sexual assault investigations that do not discriminate against employees who come forth claiming they were assaulted.
Human resources professionals are focused today on dealing with myriad workplace issues arising out of the COVID-19 pandemic – new leave of absence laws, increased safety concerns, new privacy issues, and so on.
The Employment Appeal Tribunal has ruled that employers may take credibility as a witness in tribunal proceedings into account when considering the propriety of individuals approved by the U.K. Financial Conduct Authority to work in certain positions.
Suspending an employee during a workplace investigation is sometimes necessary. But before an employer decides to suspend a U.K. employee, it should consider several factors to reduce the risk of potential claims of forced resignation.
The 6th Circuit recently held that in conducting Title IX investigations, colleges and universities must provide parties an opportunity to cross-examine witnesses in the presence of a neutral fact-finder in cases hinging on witness credibility.