Our workplace investigations are conducted by our national network of senior consultants with experience in law and/or human resources. Investigating consultants have many years of experience in their field and possess untarnished reputations with regards to fairness and balance of judgment.
As an organization you are required to investigate any complaint in an attempt to uncover what has occurred. Due diligence at the onset of a complaint will demonstrate that you tried to mitigate and/or avoid any further impact caused by allegations of harassment and/or discrimination.
An external third party investigation may be helpful and/or required when a formal complaint about a specific workplace issue has been made in one of the following areas:
Our investigation process follows the four (4) general steps below:
The outcome of the investigation is in the form of a report with findings from the information gathered during the
interviews. The report will consist of an analysis of the interviews, including the scope of work. Any further action
to remedy is the responsibility of the contracting parties, with the investigator having no responsibility for the
administration of justice.
* The structure of the investigation varies and depends on the needs of the organization, the number of employees and the nature of the issue.
