Workplace investigator Rupa Karyampudi discusses how universal design principles can transform workplace investigations into more accessible processes for participants with disabilities and neurodivergence. The conversation explores practical techniques for adjusting interview methods in real-time, understanding how disability affects communication and demeanor, and why investigators must move beyond one-size-fits-all approaches to credibility assessment.

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."

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.

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.

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.

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.

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

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.

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

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

"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.

Most Canadian jurisdictions require employers to have policies that address issues like workplace harassment, discrimination, and violence.

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.

When does a workplace harassment investigation meet the legal standard of being "appropriate in the circumstances"? A recent Ontario Labour Relations Board decision provides crucial guidance for employers on investigation scope, interviewer selection, and procedural fairness requirements under the Occupational Health and Safety Act.

We speak (and blog and train) often about how to conduct a workplace investigation. However, it's important to remember that employers need to be aware of their legal obligations...