Investigations are required, statutorily and otherwise, into a variety of workplace issues and complaints. For example, the Human Rights Code and the Occupational Health and Safety Act mandate that the employer promptly investigate allegations of workplace harassment, violence and discrimination.
Case law has developed that not only must the employer conduct the investigation promptly, but the investigation must be conducted by the right person. A botched, rushed, incomplete or biased investigation not only puts any conclusion at risk but has been taken into account in awarding exceptional damages to the employee, leaving aside the reputational harm resulting to the employer.
Some investigations can be (and should be) conducted internally by the employer, provided the investigator has experience and is not in any way connected to the dispute or otherwise biased.
In other cases, the complaint should be conducted by a third-party. I am an experienced investigator in many workplace disputes from violence, harassment, disciplinable conduct and fraud. I offer these services not only to clients but to non-clients alike.