About Us

Rubin Thomlinson LLP is a Canadian law firm focused solely on workplace and institutional investigations and assessments, training for HR professionals, and consulting. Our firm’s expertise in investigations, workplace harassment and misconduct is diverse and decades deep - giving us unique insight into these serious and high-stakes situations. Rubin Thomlinson has a national presence, with practitioners working in every sector across Canada.
2019 Canadian HR Awards Winner

Workplace & Institutional Investigations

As the preeminent law firm in Canada focus solely on these complex and challenging cases, Rubin Thomlinson is synonymous with workplace investigations — operating with speed, sensitivity, and sureness.

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Training for Managers & HR Professionals

Rubin Thomlinson offers real-to-life, tactical training for serious and high-stakes situations pertaining to workplace investigations and workplace human rights. Our training is available across Canada.

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Workplace Remediation

Problematic workplace behaviour can poison entire workplaces and lead to costly legal disputes. Rubin Thomlinson's workplace restoration, mediation, and one-on-one remedial coaching services help workplaces halt the damage and recover.

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Workplace Assessments & Reviews

Studies show that bad behaviour often goes unreported. Rubin Thomlinson's assessments bring serious workplace issues and fault lines to the surface - enabling organizations to fix them before they become costly, litigious, or public.

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Investigation Support

Rubin Thomlinson provides second opinions, oversight, and support for HR professionals, managers, and legal counsel as they conduct or supervise workplace investigations. We ensure your investigations are legally defensible, well-reasoned, and sound.

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Consulting & Strategic Guidance

Leverage Rubin Thomlinson's penetrating insight into workplace ills. We identify critical fault lines within organizations, and help develop high-impact policies, procedures and other practical changes to repair them.

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Our Webinars are now open for registration!

Take one of our courses no matter where you are located across Canada.

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Upcoming Courses

5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
5 Common Workplace Investigation Pitfalls
May 28, 2020

Online
Workplace investigations are on the rise, which means so is the potential for a poor investigation. A badly conducted investigation – whether done internally or externally – may leave employers in a more vulnerable position than when they started and may require a “do-over” investigation, which can be costly. So how does an employer ensure that their investigations are sound and legally defensible the first time around?
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Investigating Microaggressions
June 18, 2020

Online
Overt workplace misconduct is often easy to spot. But what happens when a workplace complaint relates to behaviour that appears innocent on the surface? How can investigators examine the less obvious forms of discrimination/harassment, commonly known as "microaggressions"? In this session, we will examine the concept of a microaggression, the impact it can have on a workplace, and how to determine whether seemingly innocuous behaviour amounts to workplace misconduct.
Register
Basic Workplace Investigation Techniques
June 22, 2020 - June 24, 2020

Online
If a complaint of workplace harassment is made, do you know how to respond, investigate, and report on it — legally and correctly? If you don’t, you aren’t alone. This 3-day course is a crucial primer for today’s climate. Investigate mock complaints (inspired by our work across the country) from start to finish, build your investigation skills, and learn how to avoid costly pitfalls. The third day focuses on mastering report writing.
Register9 places remaining

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