Investigative procedure. (a) The purpose of an investigative procedure is to conclude whether, on balance, concerns regarding conduct or performance are well-founded and supported by evidence. An investigation procedure must be fair including proper regard to procedural fairness.
Investigative procedure. (a) The employer will advise the employee of the concerns in question and any allegation in writing and conduct a fair investigation having proper regard to procedural fairness and the factors set out below.
Investigative procedure. (a) Principles and the investigator
Investigative procedure. Interviews of personnel will, to the extent possible, be conducted in the following manner:
Investigative procedure. Once a complaint is received, Prevention Institute will begin a prompt and thorough investigation. The investigation may include interviews with all involved, including the alleged harasser, and any employees and others who are aware of facts or incidents alleged to have occurred. The Institute prohibits employees from hindering an internal investigation or the internal complaint procedure. Once the investigation is completed, a determination will be made regarding the appropriate response to the allegations. If it is determined that a violation of the unlawful harassment policy has occurred, prompt, remedial action will be taken. Such actions may include discipline, up to and including termination, for any person Prevention Institute reasonably believes engaged in unlawful harassment. If the harassment is from a vendor or client, the Institute will take appropriate action to stop the complained-of conduct. The results of the investigation (i.e. finding of harassment, no finding of harassment or insufficient facts to make a finding) will be shared with the complainant and alleged harasser.
Investigative procedure. (a) Where it alleges the conduct of an employee, or the performance issue of an employee) may warrant disciplinary action, the employer will investigate the allegation.
