Workplace Investigations

Below, you will find answers to some questions you may have about the investigation process and the qualifications of our investigator, Brenna Meade-Clift.

What do we investigate?

Investigations are often commenced as a result of an employee coming forward with a complaint about something they have experienced, or witnessed. We can conduct investigations into a variety of workplace issues, such as:

• Workplace misconduct
• Harassment
• Discrimination
• Bullying
• Sexual harassment or assault
• Human rights breaches on the basis of protected grounds
• Concerns of a toxic or poisoned work environment
• Workplace violence

Why hire an external investigator?

While some investigations may be conducted by internal human resources staff, it is often beneficial to bring in an external investigator. An external investigator may be a good choice for your organization if:

• Your organization does not have a staff member trained to conduct investigations;
• An internal investigation could raise concerns of bias, for example, where there is the possibility of public scrutiny, or where human resources personnel work closely with the parties involved;
• The allegations are serious; or
• The investigation has the potential to become lengthy or complex, and may interfere with the regular workload of internal staff.

Why hire a lawyer to conduct an investigation?

Lawyers are highly trained to investigate, analyze, and assess complex circumstances. As part of everyday legal practice, we regularly determine facts, assess evidence, conduct credibility assessments, and weigh evidence to reach a supportable conclusion. In addition, Lawyers are trained to write and communicate clearly, and can produce useful and understandable investigative reports.

We can also provide legal advice as part of our services. Our legal expertise and experience will be especially beneficial in circumstances where your organization may be facing legal risk as a result of the incident(s) in question. Workplace incidents can open your organization up to legal action such as wrongful dismissal claims or human rights complaints.

What is involved in an investigation?

The first step in an investigation is to determine the scope of the investigation, and identify the parties and any witnesses. At the initial stage, we may also provide recommendations on addressing any immediate concerns affecting the workplace that need to be resolved before proceeding. The next step is compiling evidence, physical and documentary evidence as well as oral, through interviews with the parties and witnesses. The investigator will then review and analyze the evidence, come to a decision as to what is more likely to have occurred, and write a report outlining the evidence and reasons for the decision. Once the report is provided to the client, the investigator may meet with the client to provide recommendations or legal advice, if requested.

Our Background and Qualifications

Brenna Meade-Clift is a trained workplace investigator, having completed the Workplace Investigation Techniques training through Rubin Tomlinson LLP. She also brings her experience clerking with the Alberta Court of Appeal, where she assisted the Justices with decision writing, legal research, and reviewing party submissions. In addition, she has worked as an advisor for the Alberta Minister of Justice & Solicitor General.

Brenna values professionalism, high ethical standards, and sensitivity for all individuals involved, especially when assessing serious allegations, such as those relating to inappropriate sexual conduct. Brenna is also committed to bringing an objective and neutral perspective to her investigations through continued reflection on possible biases.

If you require a consultation with a lawyer or are ready to retain a lawyer, please complete our intake form by clicking here. A staff member will contact you within one or two days.