Upcoming Webinar: April 13, 2023 @ 12:30 P.M. (EDT)  |  Ethical Issues in Workplace Investigations Register Today!

In celebration of our twentieth anniversary, we have created the Rubin Thomlinson LLP Workplace Human Rights Award, in partnership with Toronto Metropolitan University’s Lincoln Alexander School of Law. Learn More

Serious insight for serious situations.

Serious insight for serious situations.

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With a little help from my support person

While you’re here, you may wish to attend one of our upcoming workshops:

Investigating Complex Cases
30 Mar at
in Online
What do you do when your investigation takes an unexpected turn? Have you struggled with how to proceed when the normal steps don’t seem to apply? In this advanced course, we tackle the complexities that can complicate an otherwise traditional investigation. This course includes in-depth discussion of handling anonymous complaints, counter-complaints, complaints of reprisal, and more!
Event is fullJoin waiting list

For most people, participating in a workplace investigation is an unusual departure from their workplace routine.  Whether they are a complainant or a respondent, it can be a stressful interaction to sit in a room, with a stranger, and be asked about the details of something that happened, say, ten months ago.  One way to address this stress is by allowing a support person to attend the meeting.  Indeed, some institutions specifically contemplate the involvement of a support person in their policies.  But like anything connected to a workplace investigation you need to think about the support person’s attendance at the interview before it happens.   Here are some tips about involving support people in a workplace investigation interview.