After the Investigation: Defusing Conflicts and Restoring Workplace Relationships focuses on what comes next once a workplace investigation has concluded. Designed for labour relations and HR practitioners, this workshop explores practical strategies for managing post-investigation tensions, addressing lingering conflict, and supporting a return to functional working relationships. Participants will examine communication approaches, risk considerations, and intervention tools that help stabilize the workplace, rebuild trust where possible, and reduce the likelihood of recurring disputes.

Who Should Attend

This workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy, arbitration, and labour relations. It is designed for individuals across a range of industries, including:

• Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
• Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
• Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
• Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
• Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
• Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
• Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

Learning Outcomes:

By the end of this workshop, participants will be able to:

• Defuse workplace tension after an investigation and prevent conflicts from escalating
• Communicate outcomes clearly while staying fair and legally sound
• Rebuild relationships and restore team trust effectively
• Navigate complex dynamics balancing legal, operational, and human considerations

What to Expect:

In addition to the live content, participants will receive a comprehensive package of digital materials, including textbook chapters, case summaries, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers, these materials are designed to support continued learning long after the event.

An investigation after allegations of bullying or harassment in the workplace, breaches of respectful workplace policies, or other inappropriate behavior are only the first steps in addressing workplace conflict. An investigation of bullying or harassment in the workplace may have the unintended result of further fracturing a workplace. In this workshop, panelists will explore how employers and unions can best defuse conflicts and restore relationships in the workplace after the conclusion of a formal investigation. The panel will address the following questions:

Investigations Refresher

• In what circumstances are employers obligated to conduct a workplace investigation? What is the role of the union in workplace investigations?
• What are the consequences of an inadequate investigation or failing to investigate an allegation?
• How can an employer’s or union’s actions during an investigation defuse or increase conflict in the workplace?

Communicating with Employees and Members

• What are the most effective approaches to communicating with employees and members about an investigation, while it is ongoing and after it has been completed, to alleviate concerns and defuse conflict?
• Should the union be made aware of allegations? What amount of detail is the respondent entitled to?
• What role does solicitor-client privilege, litigation privilege, labour relations privilege, and privacy legislation play once the investigation process is over? Who is entitled to the investigator’s findings or the final investigation report?
• When is it advisable to disclose the investigator’s findings to all employees? How should the findings be disclosed to the complainant and others in the workplace in a way that preserves relationships?
• How should employers and unions respond if a complainant or others in the workplace disagree with an investigator’s findings? What recourse, if any, does a complainant have?

Discipline

• What considerations should govern the imposition of discipline based on the findings of an investigation report? Does an apology by the offending party or parties play a useful role in conflict resolution? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?
• What is the appropriate response to bad faith complaints?
• When should consideration be given to reassigning an employee to a different work area during or after a workplace investigation? When should an employee be placed on leave?

Workplace Restoration

• How does an investigation affect relationships in the workplace and the workplace culture?
• What are the goals of workplace restoration after an investigation? Are restorative processes necessary even if an investigator finds that no misconduct occurred?
• What does an effective workplace restoration plan entail? What is the union’s role in workplace restoration?
• How should employers and unions address allegations or findings of a “poisoned work environment” or systemic issues in the workplace?
• What steps should employers and unions take to reinforce expectations regarding applicable workplace policies and acceptable behaviour?
• When should an employer consider retaining an external individual to assist with ongoing conflicts in the workplace?

Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Alberta Labour Arbitration and Policy Conference – Workshop

$995.00Select options This product has multiple variants. The options may be chosen on the product page

Attendees also have the option to attend the Alberta Labour Arbitration and Policy Conference, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration:

Alberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop)

$1,995.00Select options This product has multiple variants. The options may be chosen on the product page

Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining

Workshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation