Hotel-Dieu Grace Hospital Case Study
The Importance of Formal Workplace Investigations
Throughout this textbook, we have practiced our problem-solving and conflict-resolution skills based on fictitious case studies, exercises, script writing and role-playing. With all this practice in hand, it is time to apply our problem-solving and conflict-resolution skills to real-life cases. We have discussed the need to address workplace incidents promptly to ensure such incidents do not escalate further. From time to time, Human Resources professionals will face workplace incidents that involve threats, intimidation, bullying, harassment, sexual harassment or violence. Such incidents can escalate into a workplace injury or death. The Hotel-Dieu Grace Hospital case study is being examined to understand and reflect on the important role a Human Resources professional has in conducting and acting on formal workplace investigations.
Content Warning: The following case study includes details of a tragic workplace incident that resulted in a fatality. This case study includes information and details that are difficult to read. Reader discretion is advised.
The Hotel-Dieu Grace Hospital Case Study
In November of 2005, Registered Nurse Lori Dupont was killed at work by her former partner and colleague at Hotel-Dieu Grace Hospital in Windsor, Ontario. This tragic workplace death has been thoroughly investigated and studied and highlights many missed opportunities for intervention. As a Human Resources professional, it is important to recognize our role in workplace harassment, which can quickly turn into workplace violence.
Case Summary
Lori Dupont was a Registered Nurse and member of the Ontario Nurses’ Association working in the recovery room at Hotel-Dieu Grace Hospital in Windsor, Ontario. On November 12, 2005, she was murdered by her former partner and colleague, Dr. Marc Daniel. Daniel, an anaesthesiologist at the same Hospital, who died several days later from a self-inflicted drug overdose.
Dupont had taken steps to end her relationship with Daniel in February 2005, after he attempted to commit suicide as a controlling gesture over her. In April 2005, she applied for a peace bond to limit their contact and his access to her. Daniel, however, continued to pursue Dupont at the workplace both before and after his return to work in late May 2005. In spite of ongoing indications of harassment and stalking of Dupont by Daniel, known to a variety of individuals in their workplace Daniel was allowed to continue working in the same areas as Dupont. The first time Daniel and Dupont were scheduled to work on a weekend together with very few other staff in the area, Daniel stabbed Dupont to death in front of one of her colleagues. Dr. Peter Jaffe, an expert in domestic and workplace violence, retrospectively identified 16 risk factors in the relationship between Dupont and Daniel as well as numerous missed opportunities for intervention.
Read the article outlining the workplace death of Registered Nurse Lori Dupont with a focus on the opportunities to intervene in potential and actual workplace harassment.
Watch the following YouTube video titled The Tragedy of Lori Dupont: Ten Years Later and listen to the workplace incidents leading up to this workplace tragedy.
Research Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009, is needed to understand the employer’s responsibilities regarding workplace policies, procedures, training, and formal investigations surrounding violence and harassment in the workplace.
Explain how a Human Resources professional could address a workplace incident like the one at Hotel-Dieu Grace Hospital, focusing on avoiding and eliminating the threat of harassment, violence, injury or death.
Reflect on this case study and share the learning lessons and how they have impacted you.
Case summary from “Coroner’s Inquest Makes Recommendations on Workplace Violence Arising out of the Murder of Nurse Lori Dupont” by Janina Fogels and Elizabeth McIntyre, used under Fair Dealing for Educational Purposes (Canada).
