Fatal Flaws: The Cost of Errors in Early Investigations

Fatal Flaws: The Cost of Errors in Early Investigations

Proper workplace investigations are essential to establishing a safe and welcoming work environment. However, these investigations are often complex in nature and involve navigating potentially sensitive topics. The possibility for errors to occur is present in every...
Moving Forward Following He Said/She Said Cases

Moving Forward Following He Said/She Said Cases

When you get a complaint in the workplace of harassment or someone is accusing someone else of creating a hostile work environment, it is often easy to look at the parties involved and decide the complaint is not valid because it is a known fact they do not get along...
How to Investigate Workplace Bullying Claims

How to Investigate Workplace Bullying Claims

Bullying is often thought about as an issue that impacts children in school. However, we are in an era where more attention is being paid to workplace bullying. Investigation of these claims should be elevated to the same levels as which we investigate claims of...
Questions to Ask During Internal Investigations

Questions to Ask During Internal Investigations

In the past, we have discussed why open-ended questions help us conduct more effective internal investigations when there are allegations of discrimination or harassment. To ensure the investigation is as thorough as possible, you’ll also need to focus on asking...
Virtual Investigation Checklist

Virtual Investigation Checklist

Over the last year, the Covid-19 pandemic has fundamentally changed the way workplaces operate. Consequently, the way workplace investigations are conducted has changed as well with many being conducted virtually. As an investigator, this means that you may need to...
Assessing Credibility: He Said/She Said Cases

Assessing Credibility: He Said/She Said Cases

If you investigate workplace complaints, you are bound to encounter a case that boils down to “he said/she said.” In these investigations, the risk of getting it wrong can be great. Subjecting an employee to discipline or termination without sufficient proof of...