By: Angelina Mollov
With a growing number of concerns in the workplace, it is important that employers of contract employees and payers of independent contractors alike know exactly how to handle complaint investigations in a way that is fair, prompt, and legally defensible. Employers must handle complaints in a manner that is compliant with legislation, such as the Human Rights Code and all relevant Health and Safety Legislation.
Complaint investigations ensure that a healthy and safe work environment is maintained for all members of an organization and for those working in tandem with the organization. Contingent Workforce Solutions (CWS) has specific policies and procedures in place which ensure the Health & Safety of all contractors and that “No One Gets Hurt”. As such, CWS is able to provide guidance to its Clients to ensure that a healthy workplace is maintained.
As Mark Hertzberger, a trained specialist with over 20 years of experience in Health & Safety suggests, all complaints must be attended to and dealt with in an objective and respectful manner. Hertzberger provides the following tips for employers, contract employees, and independent contractors in order to ensure compliance with the relevant legislation and in order to ensure a healthy and safe work environment for all. Here are a couple of Mark’s tips:
Take all complaints seriously and act promptly on every complaint
Hertzberger suggests being objective and listening attentively without projecting personal bias. He also suggests comparing all details provided by the complainant against your company policy and against all legislation that is pertinent to the complaint at hand. It is important to be mindful that even complaints with insufficient evidence may highlight certain underlying issues within the workplace. For example, team dysfunction and or mismatched leadership styles.
Investigators should be objective
Hertzberger points to objectivity as the most important trait of an investigator. Hertzberger suggests hiring an external party or expert from the Ministry of Labour to obtain the facts and judge the situation in order to avoid any bias. Most importantly, the findings of an investigation should be communicated to members of the organization, contract employees and independent contractors alike.
For more information regarding what regulations bind contractors, independent contractors, and employers, please consult local authorities in your jurisdiction.
For the full article please visit: http://www.nxtbook.com/naylor/HRPH/HRPH0513/index.php#/44