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Lawyer and workplace investigator Rachel Turnpenney discusses the critical shift from an advocate's mindset to a neutral investigator's approach when conducting workplace investigations. The conversation explores the unique challenges of sexual misconduct investigations, including managing heightened emotions, balancing urgency with trauma-informed processes, and identifying recurring patterns in workplace harassment cases.

Christine Thomlinson sits down with Cory Boyd, Vice President of RT Workplace Training & Consulting Inc., to explore his 25-year journey as a workplace investigator.

When conducting workplace assessments in environments marked by distrust, survey fatigue, and process skepticism, how can investigators maximize employee participation and gather meaningful feedback? This article explores the strategic approaches used to overcome significant challenges in a high-stakes organizational assessment where public complaints and union tensions threatened to derail the process.

A pilot with Sunwing Airlines (the “pilot”) was fired in 2023 for sexually harassing a flight attendant on a layover at a resort hotel. The flight attendant (“AB”) brought a complaint and an external investigator found that the pilot engaged in the following behaviour.

I attended the "HR Leaders Summit Canada" conference last week, and participated in a panel where we discussed how human resources can lead organizations for "clarity, capacity, and care."

Workplace assessments require the same level of neutrality as workplace investigations to ensure meaningful organizational change. This article examines four critical areas where assessors must maintain objectivity: setting the mandate, messaging the process, selecting participants, and creating questions.

I’ve been reflecting this week on my experience at the 2026 Workplace Investigations in Canada Conference. It was such a great opportunity to connect with peers in the workplace investigations space, and to learn from others in the field through a number of stellar presentations. One that has really stayed with me was Ros Salvador’s presentation, A Deeper Dive: Supporting multifaceted analyses in the investigation of anti-Black racism.

The Bernier case stands as a good reminder that, in order to be enforceable, all termination clauses in employment contracts must provide that employees will receive at least those minimum amounts required by the ESA.

A recent case at the Ontario Grievance Settlement Board, O.P.S.E.U. v. Ontario Ministry of Community Safety and Correctional Services dealt with the complaints of Robert Ranger, a gay correctional officer who worked for Ontario’s Ministry of Community Safety and Correctional Services.

A recent decision of the Ontario Human Rights Tribunal (the "Tribunal") has shed further light on the interaction between human rights and workplace policies.

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.

I was waiting in a security line at the airport last week when someone brushed past the woman and child behind me to jump the line.

I saw a post online some time ago that said (paraphrased): "Communication can be so strange.

Where does the time go? Federally-regulated organizations surely recall the passing of Bill C-65 which amended the harassment and violence provisions...

What are the critical differences between interviewing children and adults in investigations, and how can investigators adapt their techniques to account for children's unique cognitive and emotional needs? Child forensic interviewing specialist Dayna Boyko shares essential lessons from her 25 years with the Toronto Police Service, revealing how investigators can maximize the accuracy and reliability of information gathered from young witnesses and survivors.

"If you can't write out your mandate in a short and simple paragraph, don't start."

An arbitration decision provides critical guidance on how workplace investigators should approach policy breach determinations. The case examines the proper methodology for matching factual findings to policy definitions, considering whether specific behaviors must be explicitly listed in policies, and determining when multiple findings should be analyzed collectively versus individually.

When can a court intervene to stop a workplace harassment investigation before it concludes? This case examines the circumstances under which judicial intervention is appropriate during an ongoing administrative process, and what standards of independence and procedural fairness must be maintained by external investigators conducting workplace harassment inquiries.