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Serious insight for serious situations.

Serious insight for serious situations.

The IQ principles

Recently my colleague and I had the opportunity to travel to Iqaluit, Nunavut in order to provide workplace investigation training. As part of my preparation for our trip, I was introduced to the concept of Inuit Qaujimajatuqangit, a term for Inuit traditional knowledge and information that is passed down through oral history, customs and traditions.

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Avoiding the sticker shock of a workplace investigation

There seem to be no shortage of articles and blogs these days touting the merits of conducting workplace investigations in many circumstances (we know because we write a lot of them). You read about how they can improve the workplace and help employers avoid legal liability. What you don’t often see written about is how

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No just cause after employer fails to investigate allegations of anti-Semitic remarks

An employer alleges that an employee made anti-Semitic remarks about the employer’s owners, the employer reacts and terminates the employee for cause, an investigation is not conducted, and the employee is not given an opportunity to respond to the allegations before he is terminated. This was the case in Ludchen v. Stelcrete Industries Ltd., where

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An alternative to the traditional investigation model

In addition to traditional workplace investigations, sometimes we are asked to conduct broader inquiries into concerns of systemic barriers and discriminatory policies and practices. To do so, we use a variety of information gathering techniques such as policy reviews, data analysis, questionnaires, focus groups and one-on-one interviews. As the variety of matters for which organizations

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Help! I have a terrible workplace investigation report on my desk

Unfortunately, for those of us who support employers through workplace investigations, it is almost inevitable that one day, a truly terrible workplace investigation report will land on our desks. These reports may be prepared by people internal to our clients’ workplaces, or they may be prepared by an external investigator. What do I mean by

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How not to conduct an investigation…yet another example

The number of decisions dealing with how not to conduct workplace investigations continues to grow. One of these decisions, Ditomene v Boulanger, 2013 QCCQ 842, comes from the Quebec Court and while the case was decided under the Civil Code of Quebec, it provides a laundry list of flaws that should be avoided in a

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Mind your own business!

Recently I was asked to conduct an investigation by an organization that had received a complaint from another organization with which they did business, on behalf of one of its employees. While many of the investigation steps will be the same as in a more traditional internal investigation, the request did raise some important process

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Porridge on toast and other workplace investigation tales from Saskatchewan

The other week, my partner Chris Thomlinson and I conducted our first workplace investigation training session in Regina, Saskatchewan. We were with a great group of people. To prepare, Chris and I reviewed a number of interesting workplace investigation cases that have been decided in Saskatchewan, but have principles applicable for workplaces and investigators across the

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