Serious insight for serious situations.

Serious insight for serious situations.

A Q&A on Writing Workplace Investigation Reports

I recently did a three-part webinar series on writing workplace investigation reports with my colleague, Janice Rubin. These were short half-hour sessions during which participants could submit questions to us in writing. We had clearly underestimated how much we had to say about writing investigation reports and didn’t have time to get to the questions. In this blog, I answer some of the really good questions that we received.

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Four Tips For Conducting Workplace Investigations Amidst The COVID-19 Crisis

It goes without saying that the entire world is currently treading in unchartered waters. The COVID-19 crisis is something that this world has not seen or experienced in many generations, if ever! All industries, businesses and sectors are assessing how to carry on with “business as usual” when the circumstances are anything but “business as usual.” In the wold of workplace investigations, the same questions are being asked.

Ordinarily, a solid workplace investigation rests on four pillars; namely – fairness, thoroughness, timeliness and confidentiality¹. If not handled appropriately, the COVID – 19 crisis has the potential to rock that foundation in two ways – it may impact the fairness and timeliness of an investigation.

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Getting Unstuck: A How to Guide on Writing Workplace Investigation Reports

I suspect that for many of you, conducting investigations and report writing is a once in a while occurrence rather than a full-time job like it is for us here at Rubin Thomlinson. Many of you are busy human resources professionals and counsel with endless competing day-to-day priorities. Likely, you are pulled in many different directions, putting out small fires and trying to keep up with all of those urgent emails and phone calls. For you, investigations may feel particularly disruptive and the process of producing a good-quality investigation report daunting.

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Dois-je tout dévoiler à la partie intimée? | Do I have to tell the respondent everything?

C’est une question que l’on nous pose souvent pendant notre formation sur les techniques de base en matière d’enquêtes au travail. Devons-nous vraiment tout dévoiler avant l’entrevue avec la partie intimée? Certains participants pensent que la partie intimée fournira des informations plus spontanées et candides s’il y a un élément de surprise pendant l’entrevue. Si la partie intimée reçoit une information détaillée, elle aura ainsi plus de temps pour inventer une histoire qui se conforme aux allégations et aux éléments de preuve. Cette tactique, toutefois, se fond sur une supposition que l’intimé cache quelque chose et est donc « coupable » de ce dont il est accusé. Cette approche n’est pas impartiale et peut mener à une conclusion que la partie intimée a été privée de son droit à l’équité procédurale.

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