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Serious insight for serious situations.

Serious insight for serious situations.

Investigating counter-complaints: A roadmap

So, you found yourself dealing with what appears to be a counter-complaint in the investigation you are conducting. Before embarking on this bend in the road, the first step, and likely the most obvious, is to confirm what you are dealing with and whether it affects your mandate.

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Feuille de route sur comment enquêter les plaintes reconventionnelles

Ainsi, vous retrouvez face à ce qui semble être une plainte reconventionnelle (« a counter-complaint » en anglais) dans l’enquête que vous conduisez. Avant d’aborder ce nouveau virage, la première étape, et probablement la plus évidente, est de confirmer ce à quoi vous avez faire et si cela affecte votre mandat.

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A refresher on the “duty of care” – Who do we owe it to? | Petit rappel sur le « devoir de diligence », à qui est-il dû ?

Workplace investigations have been around for quite some time as a way for diligent employers to address potential issues hindering the workplace. If, as a result of its long-standing use, they no longer appear cryptic in the eyes of some employees and employers, they still carry a perfume of mystery and elicit questions for many others. In my practice, most of the questions I hear from parties and witnesses in an investigation are procedure-based, pertaining to confidentiality or the length of the process.

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The why and how of incorporating visual aids into investigation reports

A lot of work goes into producing an investigation report that is well-written and well-reasoned. But the finished product is more than just a set of words—it is also a visual experience for the reader. While visual elements such as white space and word font certainly enhance readability, in this blog post I focus on the communicative power of visual aids (images, tables, charts, etc.) and provide some best practices for including them in investigation reports.

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Two times a charm: Why we conduct follow-up interviews in our workplace investigations

I recently conducted a workplace investigation that included an allegation that an internal workplace investigation was unfair. Several witnesses who were interviewed as part of the internal investigation had provided evidence that was favourable to the complainant, but neither party to the internal investigation was provided with an opportunity to respond to this witness evidence in a follow-up interview.

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