Identifying When Formal Action is Necessary
Workplace investigations play a critical role in maintaining a safe, respectful, and legally compliant environment. HENRI Investigations conducts impartial investigations into harassment and violence, misconduct, and workplace violations to help employers address complaints fairly. Our process ensures confidentiality, procedural fairness, and adherence to federal and provincial regulations.
Nature of the Complaint
HENRI Investigations conducts impartial investigations into workplace harassment and violence, discrimination, and policy violations. These investigations help organizations address misconduct and maintain a safe, compliant workplace.
Alternative Resolutions Considered
Not all conflicts require a formal investigation. HENRI Investigations assesses whether mediation or coaching can resolve issues before escalating to a full investigation.
Compliance with Laws and Regulations
HENRI Investigations ensures all investigations comply with the Canada Labour Code, Canadian Human Rights Act, and Occupational Health & Safety Regulations to uphold workplace safety and fairness.
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The Canada Labour Code defines harassment and violence as:
“Any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.”
Verbal Harassment
Involves the use of spoken or written language to demean, belittle, or offend someone. Examples include:
Offensive jokes, slurs, or derogatory language
Name-calling or using demeaning nicknames
Repeated insults or mockery targeting an individual’s appearance, accent, background, or other personal characteristics
Aggressive tone, shouting, or verbal intimidation
Physical Harassment
Includes any unwelcome physical behavior that invades personal space or causes harm. Examples include:
Unwanted touching, patting, pinching, or brushing against someone
Physical intimidation, blocking someone’s path, or invading personal space aggressively
Physical assaults, pushing, or threatening bodily harm
Sexual Harassment
Involves unwanted sexual behavior that creates a hostile or uncomfortable work environment. Examples include:
Unwelcome sexual advances, propositions, or flirtation
Requests for sexual favors in exchange for promotions or job security
Inappropriate or sexual comments about someone’s appearance or body
Displaying sexually explicit images, videos, or materials in the workplace
Non-verbal actions like leering, gestures, or suggestive body language
Discriminatory Harassment
Harassment based on protected characteristics such as race, gender, age, religion, sexual orientation, or disability. Examples include:
Stereotyping or making biased remarks about someone’s identity
Excluding individuals from opportunities or conversations based on prejudice
Using slurs or derogatory language related to race, gender identity, or religion
Displaying symbols or images that promote hate or discrimination
Psychological / Emotional Harassment
Subtle and sustained behaviors that harm a person’s mental well-being. Examples include:
Spreading rumors or gossip to damage someone’s reputation
Regularly ignoring, excluding, or isolating someone from team communications or activities
Undermining a colleague’s work or sabotaging projects
Constant criticism or unreasonable fault-finding
Abuse of Authority
Occurs when someone in a position of authority misuses their power to demean or control others. Examples include:
Intimidating or threatening subordinates
Assigning impossible deadlines or tasks that fall outside someone’s job description
Publicly reprimanding or belittling employees
Withholding information necessary for someone to do their job effectively
Online Harassment (Cyberbullying)
Harassment that takes place through digital communication tools. Examples include:
Sending threatening, abusive, or offensive emails or messages
Posting derogatory or defamatory content about a coworker on social media
Cyberstalking or excessive digital monitoring
Sharing private or sensitive workplace information without consent
Retaliation
Negative actions taken against an individual for reporting harassment or misconduct. Examples include:
Firing, demoting, or reassigning an employee after they file a complaint
Denying promotions, raises, or benefits as punishment
Creating a hostile environment to pressure the employee to quit
Ostracizing the individual from meetings or professional development opportunities
Discrimination in the Workplace
Discrimination in a workplace can resemble harassment or violence, however discrimination can also be experienced and show up in discriminatory policies, structures, and systems and does not have to be targeted at an individual to cause harm or offence.
The Canadian Human Rights Act states the prohibited grounds for discrimination are:
Misconduct in the workplace can range from ethical breaches to violations of company policies or codes of conduct. At HENRI Investigations, we conduct fair, impartial, and legally compliant investigations that help employers address wrongdoing, protect staff, and uphold workplace integrity.
Our team includes investigators with experience conducting investigations under the Public Servants Disclosure Protection Act, ensuring federal public service organizations receive support that meets the highest legal and procedural standards.
Workplace misconduct varies by industry but often includes violations such as:
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