The Scope of the Investigation was Expanded to Irrelevant Matters
The employer’s original stated scope of the investigation was to inquire into the employee’s romantic relationship. In particular, the focus was on whether the romantic relationship between her and the co-worker influenced his promotion, and her conduct after he was promoted.
However, well into the investigation process, the company expanded the investigation beyond the originally stated mandate. The investigation shifted to review how the she was performing as a manager and whether she was being honest given her fiduciary relationship with the company. Both the employee and the company’s Director of Human Resources expressed concern to the Board regarding the expanded scope of investigation.
In holding that there was no just cause for the employee’s wrongful dismissal, the court also noted that the employer failed to produce portions of the investigation file to support its termination decision under the guise of solicitor-client privilege. The court found in this context that the Board had not acted reasonably in assessing the wrongfully terminated employee’s conduct and whether it amounted to just cause.
The Wrongfully Dismissed Employee was subject to Coercion and Intimidation
The employee was interviewed and asked to answer questions about the nature of her relationship with the colleague prior to his promotion. She denied any romantic relationship prior to his appointment. However, the court found that efforts were made to coerce or intimidate her to change her answers. Specifically, during ensuing litigation, the employee walked into an examination for discovery where she was comforted with photographs of her home, and comments by the company’s lawyer regarding a pending motion for “security for costs”, which was never brought.
The Board subsequently suspended her without pay. The court took issue with this action because the Board failed to assess her interview responses and make an informed decision based on the information disclosed.
The employee eventually applied and was approved for long term disability benefits due the stress she endured throughout the course of the investigation.
Conclusion
As a result of the company’s conduct, the court concluded that employee suffered damages resulting from her wrongful dismissal. The actions taken by the employer during wrongful dismissal claim litigation and the workplace investigation was found to be bad faith conduct. The Court also accepted that the employee suffered damages beyond the ordinary psychological damage resulting from the company’s conduct in the dismissal. As a result, the Court awarded her $50,000 for bad faith and moral damages.
As the Rutledge decision shows, a workplace investigation must done in a manner that provides ensures full confidentiality and procedural fairness to all parties, including the complainant and perpetrator. Some of the primary considerations should always be:
- the workplace investigator being neutral, impartial or independent. Otherwise, as in the Rutledge case, a perceived lack of fairness in the workplace investigation will be used by a court to determine there was no just cause for dismissal
- the investigator must not have an actual or perceived conflict of interest or bias towards any of the parties, including the employer, complainant, perpetrator or witness. Where an investigator is seen as biased, the integrity of the investigation, and any outcome of that investigation may be seriously compromised
In this case, the procedural flaws of Markhaven’s investigation contributed to two negative findings against it. First, the lack of apparent fairness in the investigation process was a factor in the Court’s decision that just cause did not exist for Ms. Rutledge’s dismissal. Second, the flawed process also led to the Court awarding bad faith and moral damages of $50,000 in addition to Ms. Rutledge’s termination notice entitlements.
If you are an employee who believes you were wrongfully dismissed from your employment without a fair severance package, or believe you need an Ontario wrongful dismissal lawyer or a constructive dismissal lawyer to help negotiate a severance package, please call today to discuss your options and next steps on how to deal with a wrongful dismissal. As an employment law firm in Toronto, Bune Law has reviewed and negotiated improvements to many severance packages. You will review and get guidance on your severance package before you agree to sign any termination documents, and help ensure that your severance package is fair and reasonable.