When employers face inspections or tribunal complaints, the outcome often depends on how effectively they can demonstrate compliance and workplace protections. One recent scenario illustrates how the right policies and strategies can make all the difference.
The Scenario
A multinational company operating across several Canadian provinces faced a harassment allegation filed before the BC Human Rights Tribunal. The complaint triggered a formal inspection of the company’s practices.
Legal Representation & Strategy
The company’s legal team responded with a multifaceted approach:
- Contextual Presentation – Framed the company’s operations, industry presence, and contributions to the Canadian economy.
- Policy Review – Submitted and explained the company’s harassment and abuse prevention policy.
- Workplace Culture – Demonstrated proactive efforts to maintain a safe and respectful environment for employees.
Broader Compliance Evidence
Beyond addressing the specific harassment complaint, the employer also highlighted compliance in other areas, including:
- Adherence to employment standards and conditions
- Proper payment of overtime
- Accurate record-keeping and worker rights documentation
The Takeaway
This case underscores an important truth: when facing a tribunal or inspection, it is not only the existence of policies that matters but also the ability to demonstrate consistent compliance across the workplace. Strong documentation, proactive culture, and robust policies can significantly strengthen an employer’s position.
💡 This scenario comes from LPEN’s course Mastering Employer Compliance 2025, instructed by Cristina Rogov. In this course, we explore real-world challenges like inspections, tribunal complaints, and employer obligations — equipping practitioners with strategies to guide their clients through complex compliance matters.
👉 Learn more and register here: Mastering Employer Compliance 2025
