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Devan Corrigan

Fairness in Workplace Investigations - How Much Should Respondents Know

Fairness in Workplace Investigations: How Much Should Respondents Know?

Uncategorized / By

Workplace investigations are increasingly complex. New workplace investigators often struggle with how much information to share with the Respondent during the investigative process. Questions often arise such as:
How much information is a workplace investigator required to share? How much information should be shared before the Respondent’s interview? What impact will disclosure or non-disclosure have on the outcome of the investigation?

The Myth of Body Language as a Credibility Assessor

The Myth of Body Language as a Credibility Assessor

Labour Relations / By

Workplace investigators and human resource professionals should be cautious of relying on the body language of a witness to evaluate their credibility during an investigation. Fact-finding investigations, especially in cases of harassment, at times turn into an evaluation of one person’s version of events versus another’s, or as some call it, the “he said, she said” dilemma. In these cases, assessing the credibility of the two parties may be the easiest way the investigator can come to any defensible determination relative to credibility.

Reducing Participant Stress Before a Workplace Investigation

Reducing Participant Stress Before a Workplace Investigation

Labour Relations / By

It is normal for participants in a workplace investigation to feel some anxiety, but too much worrying can create barriers to obtaining critical information, which is a challenge for investigators looking to build complete and thorough reports. Ensuring participants fully understand the process and their role in it can help alleviate unnecessary anxiety during the investigation. With a greater understanding of the process, participants can feel empowered to speak confidently in the interview and provide the investigator with the necessary information.

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