Insights

When organizations face workplace issues or allegations of misconduct, they often grapple with the decision of whether to conduct an internal investigation or hire an external workplace investigator. While internal investigations may seem more cost-effective and less intrusive, organizations should carefully consider the risks involved, as the problems that may arise from an improper internal investigation can quickly outpace any perceived near-term benefits. In this article, we will explore the top five reasons why organizations may decide to hire an external workplace investigator.

As an employer, you are required to have, and to implement, a workplace policy under Part 10 of Manitoba’s Workplace Health and Safety Act. There are a number of requirements for such a policy, the most significant of which is that a policy must prevent harassment in the workplace and an employer is obligated to ensure that its employees comply with the policy.

There has been a noted surge in recent years in workplace investigations into senior executives, such as presidents, CEOs, and board members. Such investigations demand a nuanced approach, and, while the core principles of workplace investigations remains constant, investigations allegations against the “C-Suite” poses unique challenges and distinct considerations, mainly stemming from the outsized power differential at play.