Guides & Toolkits

8 300-AQX-01-IGDO © 2019, Workplace Safety & Prevention Services (WSPS) 1 877 494 WSPS (9777) | 905 614 1400 | wsps.ca General Tips Think carefully about all the ways that individuals could be identified. Deleting names from documents is usually not enough to protect identities – descriptive information, printouts left on photocopiers, or conversations overheard in open spaces may be enough to reveal an identity. Take thorough precautions to keep notes and any other documents confidential. For instance, if you make handwritten notes, keep them in a separate notebook and store it in a locked drawer; if you take electronic notes or create audio recordings, store them in a password-protected folder or on a password-protected USB key. And use smart passwords. A great deal of free and credible advice is available on the internet about conducting a workplace investigation (for example, professional human resources associations or law firms), use the keywords "how to do a workplace investigation." Once you have gathered enough information to confirm whether or not harassment occurred, you are then ready to move on to the next stage of concluding the investigation determining findings and if in scope of the investigation, suggesting corrective actions. Once the investigation stage has been completed, a written report is to be created and forwarded to only the persons directly involved with the incident investigation. If directed, the minister of labour officer may request a copy of the investigation to confirm orders to comply with conducting the investigation, appropriate in the circumstances, have been met. Consider adopting Part III of the Ministry of Labour's Code of Practice Impact on the Workplace Bear in mind that issues of harassment often affect more than just the alleged complainant and alleged harasser. Offer the persons involved any available supports, such as an employee assistance program (if you have one), peer support, or community support. Recognize the stigma that can become attached to an alleged harasser even if he/she is innocent – once an accusation has been levelled at someone and word gets out, it can be hard to shake off the stigma even if he/she is completely cleared. One way of reducing the risk of stigma is by maintaining confidentiality. Another way is by reminding those involved in the investigation to avoid jumping to conclusions. Recognize that there will very likely be talk in the workplace about the incident and/or investigation – people will have views, will want to express them, and may make assumptions about what happened and what should happen. The investigation should not be influenced by these discussions. WSPS.CA

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