We are Alberta-based and are retained to conduct impartial workplace investigations across all of Western Canada. Every workplace investigation must be handled with the highest level of discretion, respect, and integrity. Our Primary Investigator Chris Hart leads all of our investigations. Chris has achieved an Advanced Certification for Workplace Investigations from Rubin Thomlinson LLP. This designation is recognized by CPHR Alberta, CPHR British Columbia, and HRPA Ontario.
What we do
Issues among employment relationships are very common and can come in many different manners. When an issue arises, there is an obligation to investigate the occurrence without bias or presumption. Utilizing the service of an external investigator is prudent for this reason. We offer sound and thorough investigations in all industries and in all types of environments. Interviews with those involved in each occurrence are conducted in person, but we are prepared to conduct our investigations virtually if that is preferred.
We carry ourselves with compassion in our investigations and focus on both learning the facts and assessing the credibility of those involved. After all parties have been interviewed and the required information has been obtained, we create and present a detailed final report outlining findings and conclusions. We also provide evidence and reasoning to support the findings. If requested, we can share with you our recommendations on actions to take once the investigation and report are complete. Our findings are defensible and only contain relevant information.
We can navigate through the most complex and unusual circumstances. We are trained in conducting investigations in the following types of complaints:
- Sexual harassment
- Sexual assault
- Workplace violence
- Personal harassment and bullying
- Intimidation and threats
- Off-duty conduct
- Hostile work environment
- Policy and process violations
- Statutory violations
- Racial harassment and workplace discrimination
- Code of conduct violations
- Ethics policies
- Abuse of authority
- Conflict of interest
- Financial impropriety
- Systemic discrimination
- Violations of grounds covered under human rights legislation; including gender, sexual orientation, race, colour, national/ethnic origin, religion, family status, marital status, age, and/or disability
DETERMINING TRUTHS.
Our Skills
We operate with a high level of communication with our clients in order to identify the goals of the investigation, set an expected time frame, share the legal considerations, and to review company policies and relevant existing evidence involved. We then will work within our process to effectively organize who should be interviewed and in what order.
Third party investigators are often crucial for maintaining objectivity and avoiding any perception of bias. We remain neutral and fair throughout the investigations and we never compromise our integrity.
We know how stressful and intimidating an investigation can be. We see workplace investigations as an opportunity to not only ascertain the facts, but to allow all parties to feel heard.
It’s proven that employers who retain experienced third-party investigators most effectively mitigate their legal risk. Our investigations are credible and can be relied upon if the situation is brought to arbitration or litigation.
We respect the urgency behind each investigation and aim to complete our process in a timely manner without compromising the quality of our work.
We rely on facts and carefully considered assessments of credibility to come to our conclusions.
We honor and respect the confidentiality and privacy of all parties involved. All notes, evidence and other materials will be held and kept in confidence throughout and beyond the investigation.