Workplace Investigations
Fair and Evidence-Based Workplace Investigations
When workplace concerns arise, employers must respond in a timely, fair, and defensible way. Tenfold HR Solutions provides independent workplace investigations in Alberta, helping organizations address allegations of harassment, discrimination, misconduct, or policy violations.
We deliver a written summary of evidence-based findings so organizations can understand what occurred and determine appropriate next steps. We remain strictly impartial throughout the process. Our role is to provide objective findings, not legal advice or recommendations on disciplinary outcomes.
If support is needed after findings are delivered, Tenfold’s HR advisory services can assist with documentation planning and implementation. Legal matters requiring legal advice should be directed to qualified legal counsel.
When an Independent Workplace Investigation Is Needed
Many workplace concerns can be addressed internally through leadership teams or internal HR processes. However, there are situations where engaging an independent investigator is the most appropriate step.
Organizations often bring in an external investigator when:
- Neutrality and procedural fairness are critical
- There is a perceived or actual conflict of interest
- The concern involves senior leadership
- The allegations are sensitive or complex
- The organization wants a defensible, third-party process
In these situations, an independent investigation can help ensure the process is fair, objective, and credible for everyone involved.
When an Independent Workplace Investigation Is Needed
Tenfold provides end-to-end workplace investigation services, supporting organizations through the full investigation process. Our services include:
Investigation Planning
- Intake discussions with the organization
- Clarifying the allegations and scope
- Developing an investigation plan
- Identifying required documentation and participants
Interviews and Evidence Gathering
- Interviewing complainants, respondents, and witnesses
- Reviewing documentation and workplace policies
- Collecting relevant evidence and information
- Maintaining confidentiality throughout the process
Objective Analysis and Findings
- Assessing information gathered during interviews
- Evaluating evidence against workplace policies and legislation
- Applying procedural fairness principles
Investigation Report
- Written report outlining:
- Investigation scope and process
- Information reviewed
- Analysis and findings
The report provides evidence-based findings to help the organization determine appropriate next steps.
If you’re facing a specialized HR challenge, contact us today. Our team of experts can help you address any complex HR issues you may be facing.
Discovery Reviews: When an Investigation Is Not Yet Confirmed
In some situations, it is not immediately clear whether a formal workplace investigation is required. Tenfold can begin with a discovery review, which is an initial information-gathering stage designed to clarify the situation.
Discovery reviews typically include:
- An intake conversation with the organization
- An interview with the complainant
- Limited document review
- Clarification of the concerns raised
The outcome of discovery helps determine the most appropriate next step, which may include moving forward with a formal workplace investigation.
Our Typical Investigation Process
Every investigation is unique, but most follow a structured process to ensure fairness and consistency.
Phase 1: Discovery review or investigation planning
Phase 2: Interview with the complainant(s)
Phase 3: Interviews with witnesses
Phase 4: Interview with the respondent(s)
Phase 5: Documentation review and analysis
Phase 6: Investigation report and findings meeting
What the Investigation Report Does and Does Not Do
A workplace investigation report provides objective, evidence-based findings based on the information gathered during the investigation.
The report outlines the scope of the investigation, process followed, information reviewed, analysis of evidence, and findings related to the allegations.
The report does not provide legal advice, recommend discipline or outcomes. Decisions regarding next steps remain with the organization with HR advisory guidance from Tenfold HR Solutions.
HR Advisory Support After an Investigation
Many organizations want support with implementation after findings are delivered.
Tenfold offers HR advisory services that can support employers with next steps such as:
- Documentation and communication planning
- Policy updates
- Consistent implementation of workplace policies
- Leadership guidance
To maintain neutrality and avoid conflicts of interest, the investigator is not the same person providing HR advisory support on the same matter.
Want to Learn More?
If it is unclear whether a formal workplace investigation is required, a discovery review can be a practical starting point.
Our team can help you determine the appropriate next step and ensure concerns are addressed through a fair, structured process. Read out blog below
Resources
For additional public guidance, employers can review the Government of Alberta resources on workplace violence and harassment and information from the Alberta Human Rights Commission.
You can also read our blog: Workplace Investigations and Discovery Reviews: What to Expect
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