Handling Employee Complaints Ontario

Summary

In Ontario, when an employee files a formal complaint and refuses to work with their manager, the manager should review the complaint, follow company policies, and consider mediation or reassignment. If the manager is also HR, seek external HR consultation to maintain impartiality. Document all actions and consult legal professionals if necessary. If the concern influences other areas, clarify the issue, assess its impact, and seek legal advice for potential conflicts of interest.

Full Conversation

Yes
It's important for the manager to ensure that the complaint is handled in a fair and transparent manner. If the initial steps haven't resolved the issue, it might be beneficial to involve HR or seek legal advice. Have there been any updates on the situation since these steps were taken?
What if the manager is HR?
If the manager is also the HR representative, the situation requires careful handling to maintain impartiality:
- Seek External HR Consultation: Consider involving an external HR consultant or mediator to ensure impartiality.
- Document Everything: Keep detailed records of all communications and actions taken.
- Follow Company Policy: Adhere strictly to company policies regarding conflict resolution and complaints.
- Legal Advice: Consult a legal professional if the situation remains unresolved.
Has the issue been escalated to external HR or legal professionals yet?
What if the concern is about one thing, but is being used to influence other things?
Case Rating: *
It sounds like the issue may be more complex than initially presented, as the concern might be influencing other areas. In such cases:
- Clarify the Concern: Ensure the original issue is clearly defined and documented.
- Assess the Influence: Identify how the concern is affecting other aspects.
- Consult Legal Advice: Consider seeking legal advice to determine if there are any implications or conflicts of interest.
Is there a specific aspect of the situation you'd like more information about?