Blog
Read the latest blog post from Antonio Urdaneta and his closes collaborators on this page.
When “Cause” Isn’t Proportionate: Lessons from Paul v. Sensient Colors for Workplace Investigations
Termination for cause must be proportionate: investigations should assess real risk, impact, and alternatives before ending employment, echoing lessons from Paul.
Blue Monday Reminder: When Mood Disorders Look Like Misconduct
Blue Monday is a prompt to rethink how mood disorders are misread as workplace misconduct. Refresh your investigation approach to balance impact, context, and accommodation.
How Much Discretion Do Workplace Investigators Have? And, What Procedural Fairness Really Requires?
Workplace investigators have broad discretion, but courts require processes that are neutral, fair, and reasonably thorough, not perfect. Think meaningful participation and well-reasoned decisions.
When Expectations Collide: Lessons from Two High-Profile Workplace Investigation Disputes
Workplace investigations often clash with expectations. Two Canadian cases reveal how fairness, transparency, and reality diverge, creating legal and human risks.