Location
Online
Training: 18 CPD Hours
Report: 4 CPD Hours
Subcategory A4:
Self-directed Learning
Important: You must complete and pass the report writing in order to receive the certificate.
Month |
Dates |
Registration Link |
| January 2024 |
15, 18, 22 & 25 |
Completed |
| April 2024 |
8, 11, 15 & 18 |
Completed |
| May 2024 |
6, 9, 13 & 16 |
FULL |
| June 2024 |
10, 13, 17 & 20 |
|
| July 2024 |
8, 11, 15 & 18 |
|
| September 2024 |
9, 12, 16 & 19 |
|
| October 2024 |
17, 21, 24 & 28 |
|
| November 2024 |
18, 21, 25 & 28 |
Developed in partnership with
The Workplace Investigations Training & Certificate Program is an in-depth program that effectively equips participants with the ability to recognize, investigate and report the findings of complex workplace investigations.This certificate program will be hosted by one of several experts from Bernardi Human Resource Law LLP.
The program covers:
- Legal issues surrounding investigations including requirements under the Occupational Health and Safety Act, Human Rights Codeand common law.
- The psychology of workplace and sexual harassment including the psychological dynamics, contributors to harassment, bystander interventions and the role of managers.
- The practical application of conducting workplace investigations including rules of evidence, interviewing tips, note taking and report writing.
This is a very hands-on, practical course and participants will walk away with checklists, tools and forms to enable them to immediately apply their knowledge and skills. The program uses a case-study approach to honing participants’ investigation and reporting skills and participants will be assessed on their report writing skills.
The Workplace Investigations Training & Certificate will cover:
- Knowing the law; when you must investigate and when other approaches may be better.
- Understanding the psychology; the victim and bullying styles and types.
- Conducting fair and comprehensive investigations; duty of fairness, rules of evidence and getting beyond “he said, she said.”
- Interviewing skills, including active listening, interview strategies and approaches, crafting questions, and trauma-informed interview techniques
- Investigating complaints of discriminatory harassment, including harassment based on race, sex, gender identity and gender expression
- Detecting deception through credibility assessments and statement analysis.
- How to minimize bias in the investigation process.
- Writing a report that will withstand legal scrutiny.
The Online Format
The online format of the course remains extremely hands-on and interactive and includes case studies, role plays, quizzes, and large and small group discussions. Role plays and small group discussions are done using online “breakout rooms”.
The program runs over a two-week period and includes eight online sessions. The online instruction sessions are designed with plenty of group discussions and interactive activities, which are essential to participant learning. To make the most of the online sessions for all learners, participants should expect to dedicate time outside of class to independently complete preparatory assignments. This work includes reading assignments, viewing and discussing videos, a writing exercise, and roleplays. Independent work should take no more than 30 minutes for each of the first two days of the course, and no more than 60 minutes for each of the last two days.
After completing the HRPA’s Workplace Investigations Certificate Program, and as a next step on your learning path to a deeper knowledge on advanced level, we recommend The Osgoode Advanced Certificate in Workplace Investigations. Please click here to learn more
Agenda
Module 1 – (9:30 a.m. – 12:00 p.m.): Introduction & The Law of Harassment
Module 2 – (2:30 p.m. – 4:30 p.m.): “What’s Really Going On?”: The Psychology and Dynamics of Harassment
Module 3 – (9:30 a.m. – 12:00 p.m.): Procedural Fairness and Basic Investigation Procedures
Module 4 – (2:30 p.m. – 4:30 p.m.): Additional Investigation Procedures, Special Situations, and Interview Preparation
Module 5 – (9:30 a.m. – 12:00 p.m.): Interview Questions and Techniques
Module 6 – (2:30 p.m. – 4:30 p.m.): Assessing Credibility and Weighing Evidence
Module 7 – (9:30 a.m. – 12:00 p.m.): Factual Findings
Module 8 – (2:30 p.m. – 4:30 p.m.): Legal Conclusions and Report Writing
The Assessment
In order to receive a certificate for completing the course, participants will be expected to complete graded assessments that include short quizzes during the program, class participation, and a final assignment that involves writing sections of an investigation report based on a fictional case studied in class. The bulk of the grade will be based on the final assignment which will be submitted approximately one month after the course ends. Participants must obtain an overall grade of at least 70% to receive the certificate. Additional details of the assessments will be provided during the course.
The Workplace Investigations Certificate Program has been approved by Law Society of Ontario for 2.5 Professionalism and 18 Substantive Hours.
Program Facilitators
Lauren Bernardi
Since 1992, Lauren Bernardi has been providing strategic advice and representation in the in the increasingly complex area of human resource law. Lauren works extensively in the field of workplace respect, harassment and violence. She frequently conducts Respect in the Workplace training sessions for employees, managers and municipal councils; represents employers and employees in human rights complaints; prepares harassment and code of conduct policies; provides individual sensitivity training; and investigates and resolves internal harassment complaints.
Described as an “exceptional speaker who explains the law in terms that everyone can understand”, Lauren has presented sessions to thousands of individuals on a wide variety of topics but with a particular emphasis on workplace respect, harassment and violence.
As an investigator, Lauren has been retained to conduct investigations into a wide variety of issues including sexual harassment, sexual assault, psychological harassment/bullying, poisoned work environments and allegations of discrimination on the basis of race, religion and family status. Lauren has also been involved in investigations of elected officials including mayors and municipal councilors.
Both complainants and respondents have expressed gratitude for the manner in which Lauren conducts her investigations. She is a trusted and well-respected investigator.
Brian Gottheil
After clerking for the Federal Court of Canada, Brian practiced for more than three years with the employment and labour law department of a large international law firm before joining Bernardi Human Resource Law in 2014.
Since joining the firm, Brian has conducted numerous workplace investigations involving such varied issues as psychological harassment, manager and team relations, non-profit governance and sexual harassment. He has experience in advising employers and conducting investigations in both unionized and non-union environments.
Brian also trains managers, supervisors and human resource professionals on conducting workplace harassment investigations as a frequent instructor for the Workplace Investigations Certificate program.
Suhaib Ibrahim
Suhaib believes that a work environment is most successful when there is a healthy culture in which everyone feels respected and heard.
Suhaib is adept at listening to people and has a strong appreciation for different perspectives, backgrounds and lived experiences. He takes a balanced approach to workplace challenges and gets to the heart of the issues that drive conflict and lead to harassment.
Suhaib has conducted investigations for municipalities, Indigenous organizations, police and fire services, universities, unions and large private companies.
Suhaib believed that training is transformative and is the most beneficial part of his job. He has worked with police services, fire services and other organizations to develop and provide training on respectful workplace, EDI and conducting investigations. As a law student, Suhaib worked with community organizations and elementary schools. He provided important educational sessions to youth in the Jane and Finch community about their legal rights.
Robert Richler
Robert is an experienced investigator and employment lawyer. He has obtained a wide range of experience conducting investigations as both in-house counsel and in private practice.
Robert offers investigation services to private sector employers ranging from family run restaurants to multinational mining corporations as well as municipalities and other public sector organizations. He has worked with both unionized and non-unionized workforces.
Robert’s time as in-house counsel, along with his MBA training, has given him great insight into the needs and challenges of organizations. He is attuned to the considerations organizations must weigh when dealing with investigations and determining how to address their findings.
Sreya Roy
Sreya joined Bernardi Human Resource Law in 2017 after several years of experience providing both labour and employment law services. She investigates all types of workplace harassment and discrimination complaints.
Sreya’s work in social justice and anti-oppression initiatives has had a tremendous influence on her ability to conduct balanced, trauma-informed investigations using an anti-oppression lens.
Sreya is fluent in Bengali and has a working knowledge of Hindi.
Sreya has investigated several complex cases in unionized and non-unionized environments, private and non-profit organizations, athletic clubs, municipalities and universities.
Sreya’s social justice and anti-oppression background informs her goal to help create safe, healthy and respectful workplaces. Before becoming a lawyer, Sreya worked with various non-profit organizations supporting marginalized members of our communities, including survivors of sexual violence and human trafficking and provided anti-violence, anti-oppression, and inclusivity training and education.
Natasha Savoline
Natasha’s passion for fairness and creative positive and respectful workplaces informs her work as an experienced workplace investigator in areas such as harassment, discrimination, violence and code of conduct violations.
Always sensitive and respectful of the parties involved as well as the integrity of the process, participants often express appreciation to Natasha for the comfort and ease she brings to their experience.
Natasha’s experience as a workplace investigator and facilitator of respect in the workplace training has provided her with a valuable perspective and wealth of knowledge regarding the dynamics that cause workplace relationships to fail, as well as the emotions and catalysts that underlie complaints and incidents of workplace harassment and bullying. She uses her knowledge and skills to connect with employees in these dysfunctional workplace relationships and help achieve positive and respectful workplaces through on-on-one coaching, mediation and work with teams.
Lauren Bernardi
Since 1992, Lauren Bernardi has been providing strategic advice and representation in the in the increasingly complex area of human resource law. Lauren works extensively in the field of workplace respect, harassment and violence. She frequently conducts Respect in the Workplace training sessions for employees, managers and municipal councils; represents employers and employees in human rights complaints; prepares harassment and code of conduct policies; provides individual sensitivity training; and investigates and resolves internal harassment complaints.
Described as an “exceptional speaker who explains the law in terms that everyone can understand”, Lauren has presented sessions to thousands of individuals on a wide variety of topics but with a particular emphasis on workplace respect, harassment and violence.
As an investigator, Lauren has been retained to conduct investigations into a wide variety of issues including sexual harassment, sexual assault, psychological harassment/bullying, poisoned work environments and allegations of discrimination on the basis of race, religion and family status. Lauren has also been involved in investigations of elected officials including mayors and municipal councilors.
Both complainants and respondents have expressed gratitude for the manner in which Lauren conducts her investigations. She is a trusted and well-respected investigator.
Brian Gottheil
After clerking for the Federal Court of Canada, Brian practiced for more than three years with the employment and labour law department of a large international law firm before joining Bernardi Human Resource Law in 2014.
Since joining the firm, Brian has conducted numerous workplace investigations involving such varied issues as psychological harassment, manager and team relations, non-profit governance and sexual harassment. He has experience in advising employers and conducting investigations in both unionized and non-union environments.
Brian also trains managers, supervisors and human resource professionals on conducting workplace harassment investigations as a frequent instructor for the Workplace Investigations Certificate program.
Suhaib Ibrahim
Suhaib believes that a work environment is most successful when there is a healthy culture in which everyone feels respected and heard.
Suhaib is adept at listening to people and has a strong appreciation for different perspectives, backgrounds and lived experiences. He takes a balanced approach to workplace challenges and gets to the heart of the issues that drive conflict and lead to harassment.
Suhaib has conducted investigations for municipalities, Indigenous organizations, police and fire services, universities, unions and large private companies.
Suhaib believed that training is transformative and is the most beneficial part of his job. He has worked with police services, fire services and other organizations to develop and provide training on respectful workplace, EDI and conducting investigations. As a law student, Suhaib worked with community organizations and elementary schools. He provided important educational sessions to youth in the Jane and Finch community about their legal rights.
Robert Richler
Robert is an experienced investigator and employment lawyer. He has obtained a wide range of experience conducting investigations as both in-house counsel and in private practice.
Robert offers investigation services to private sector employers ranging from family run restaurants to multinational mining corporations as well as municipalities and other public sector organizations. He has worked with both unionized and non-unionized workforces.
Robert’s time as in-house counsel, along with his MBA training, has given him great insight into the needs and challenges of organizations. He is attuned to the considerations organizations must weigh when dealing with investigations and determining how to address their findings.
Sreya Roy
Sreya joined Bernardi Human Resource Law in 2017 after several years of experience providing both labour and employment law services. She investigates all types of workplace harassment and discrimination complaints.
Sreya’s work in social justice and anti-oppression initiatives has had a tremendous influence on her ability to conduct balanced, trauma-informed investigations using an anti-oppression lens.
Sreya is fluent in Bengali and has a working knowledge of Hindi.
Sreya has investigated several complex cases in unionized and non-unionized environments, private and non-profit organizations, athletic clubs, municipalities and universities.
Sreya’s social justice and anti-oppression background informs her goal to help create safe, healthy and respectful workplaces. Before becoming a lawyer, Sreya worked with various non-profit organizations supporting marginalized members of our communities, including survivors of sexual violence and human trafficking and provided anti-violence, anti-oppression, and inclusivity training and education.
Natasha Savoline
Natasha’s passion for fairness and creative positive and respectful workplaces informs her work as an experienced workplace investigator in areas such as harassment, discrimination, violence and code of conduct violations.
Always sensitive and respectful of the parties involved as well as the integrity of the process, participants often express appreciation to Natasha for the comfort and ease she brings to their experience.
Natasha’s experience as a workplace investigator and facilitator of respect in the workplace training has provided her with a valuable perspective and wealth of knowledge regarding the dynamics that cause workplace relationships to fail, as well as the emotions and catalysts that underlie complaints and incidents of workplace harassment and bullying. She uses her knowledge and skills to connect with employees in these dysfunctional workplace relationships and help achieve positive and respectful workplaces through on-on-one coaching, mediation and work with teams.