Share on LinkedInShare on LinkedIn

ARTICLE · 22 FEBRUARY 2023

When Should Employers Engage An External Investigator?

Lerners LLP
Explore more from Lerners LLP

Increasingly, employers are faced with the challenging task of responding to a wide range of complaints in the workplace. When made aware of a workplace complaint, it is crucial that an employer...

CanadaEmployment and HR
Andrea S. Levstik
Andrea S. Levstik
Yola S. Ventresca
Yola S. Ventresca
Author LinkedIn connections

Increasingly, employers are faced with the challenging task of responding to a wide range of complaints in the workplace. When made aware of a workplace complaint, it is crucial that an employer respond appropriately – but employers often face the difficult decision of how to address the complaint. In some cases, it may be necessary to engage an external investigator.

A workplace investigator specializes in conducting impartial investigations into workplace complaints and is experienced in gathering evidence, assessing credibility of parties to the investigation, and delivering findings or recommendations at the conclusion of the process.

Here is how a workplace investigator can help, and some of the associated benefits of an external investigation:

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP
Article

Can I Claim Damages For Intimate Partner Violence In Ontario? A Look At Ahluwalia And Mitchell

The Supreme Court of Canada has established a new tort for intimate partner violence, extending legal recognition beyond physical abuse to include psychological control, financial manipulation, and other coercive tactics. Understanding who can sue, what conduct qualifies, and how courts will assess damages is essential for anyone navigating this emerging area of law.
CanadaFamily and Matrimonial
Lerners LLP
Lerners LLP