Services

We provide legal advice and make legal determinations about complaints lodged by employees or issues brought to the employer's attention that they are legally required to investigate. The process involves interviewing parties, witnesses, and management, reviewing documents, weighing evidence, making findings, and reporting to management.

A workplace assessment is the first step in a broad conflict resolution or equity-based change process in a workplace that is not triggered by a formal complaint. We are taking a temperature check of the workplace culture. We might use anonymous surveys, sit in on meetings, and invite conversations with anyone who wishes to share their observations and experiences. This could be followed by interviews with staff, leadership, and possibly human resources. Through this process, we may understand what has happened in the past and how people feel about the workplace and then determine what needs to be designed as a process to ameliorate the workplace.

Are you an employer invested in transforming the workplace and creating a better environment and culture for every employee? While conflicts are natural in any group setting, with a transparent process and accountability in place, conflicts that are naturally occurring or resulting from systemic inequities can be resolved in a timely fashion to minimize risks and damage to people and the workplace.

We review policies (including employment contracts and equity policies) and revise them as necessary to ensure they comply with the ever-changing employment laws and statutes. We can also build policies from the ground up that are accessible and promote equity. As part of the process, we will consult with your Board of Directors, executives, and the institution's strategic plan to achieve your goal and vision.

We design and deliver training for your employees and management to move your workplace beyond minimal compliance with the Ontario Health and Safety Act, Employment Standards Act, Ontario Human Rights Code, Ontario Labour Relations Act, and Collective Agreements. Possible training includes the Prevention of Sexual Harassment, Anti-Oppressive De-Escalation Techniques for the Workplace, and Preparing for the Next Pandemic while Respecting the Human Rights of Employees. The result is robust mental wellness for workers, higher productivity, and improved staff retention.

Mediation aims to resolve a conflict in a mutually acceptable way that preserves working relationships. The outcome of mediation is not punitive, and it will only work when the parties involved are engaged in a voluntary, flexible, autonomous manner with trauma-informed anti-oppressive supports.

A thorough examination of structure, policies, practices, contracts, attitudes, and multi-year strategic planning.