Mission Workplace Consulting

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Workplace Harassment & Violence

Independent, Impartial, and Legally Compliant Investigation Services for Canadian Workplaces

Navigating Complex Workplace Complaints

A single unaddressed harassment or violence complaint can harm organizational culture, damage reputations, and expose your business to significant regulatory penalties and liability.

Under Canadian provincial Occupational Health and Safety (OHS) legislation and federal Canada Labour Code standards, employers have a legal obligation to take every complaint seriously, maintain strict confidentiality, and conduct thorough, unbiased investigations.

At Mission Workplace Consulting, we provide independent third-party workplace investigation services. We help organizations resolve complex workplace conflict with integrity, procedural fairness, and full regulatory compliance.

Our Investigation Process

We guide employers through every step of the investigation lifecycle, ensuring clear communication, compliance, and legal defensibility.

1. Intake & Preliminary Assessment

  • Scoping the Investigation: Evaluating allegations against organizational policies and applicable regulatory standards to establish a clear remit.
  • Interim Measures Advisory: Recommending temporary workplace adjustments (e.g., reassignment, leave) to safeguard all parties during the process.

2. Evidence Gathering & Interviews

  • Procedural Fairness: Conducting neutral, structured interviews with the complainant (principal party), respondent, and relevant witnesses.
  • Trauma-Informed Approach: Creating a respectful environment that supports factual disclosure while minimizing anxiety or re-traumatization.
  • Document & Digital Review: Analyzing emails, messaging logs, physical evidence, and workplace records to corroborate statements.

3. Evidentiary Findings & Reporting

  • Objective Analysis: Evaluating facts using the balance of probabilities standard.
  • Comprehensive Investigation Report: Delivering a detailed, confidential report outlining factual findings, conclusions, and procedural steps taken.
  • Actionable Recommendations: Providing clear guidance on systemic risks, policy gaps, and corrective measures to prevent future occurrences.

What We Investigate

Our investigative team handles a full spectrum of workplace conduct issues, including:

  • Workplace Harassment & Bullying: Cyberbullying, verbal abuse, persistent belittling, or misuse of authority.
  • Sexual Harassment & Assault: Unwanted physical or verbal conduct of a sexual nature, inappropriate messaging, or quid pro quo dynamics.
  • Workplace Violence & Threats: Physical altercations, intimidation, direct or indirect threats of harm, and domestic violence impacts at work.
  • Discrimination & Human Rights Complaints: Allegations related to protected grounds including race, gender, religion, age, disability, and family status.

Why Use an Independent Investigator?

While minor issues can often be managed internally, engaging an independent external investigator is crucial when:

ScenarioRiskExternal Solution
Executive or HR InvolvementInternal conflicts of interest, perceived bias100% neutral, objective third-party investigation
High-Risk / Legal ExposureRegulatory fines, constructive dismissal claimsLegally defensible, procedural-fairness-tested reporting
Capacity & Expertise LimitsProtracted timelines, missed statutory deadlinesEfficient, dedicated investigative focus
Complex Multi-Party DisputesUnclear facts, conflicting witness testimoniesRigorous evidentiary analysis by trained professionals

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Compliance Across Jurisdictions

Whether your organization operates under provincial OHS legislation or federal jurisdiction, our investigative framework aligns with strict statutory requirements:

  • Provincial Legislation: Tailored to comply with provincial OHS codes (including Alberta OHS Act, Regulations, and Code) and human rights legislation.
  • Federal Mandates (Bill C-65): Full compliance with Canada Labour Code Part II (Workplace Harassment and Violence Prevention Regulations), including designated recipient protocols and strict confidentiality standards.

Protect Your Workplace Today

Addressing workplace harassment requires immediate, competent, and impartial action. Contact our team to discuss an ongoing situation or to establish an investigative protocol for your organization.