SJG Workplace Consulting and Investigations Inc., provides investigation services aimed at addressing allegations of harassment, sexual harassment, discrimination, and human rights violations. Recognizing the challenges involving how to handle these matters, the steps below will assist in understanding the investigations process.
01.
The Complainant(s) files a formal written complaint in accordance with employer policy.
The Respondent(s) is made aware of the complaint against them, and is given the opportunity to review the complaint and prepare a written response.
The Employer determines whether action can be taken to resolve the complaint without an investigation, or if an investigation is needed.
If the Employer decides that an investigation is needed, they will procure an Investigator to conduct the investigation,
The Employer will confirm the scope of the investigation with the Investigator, provide them with the complaint, the response to the complaint, as well as any supporting documents. Confirmation of the Investigator's mandate will be made through a terms of reference.
The Employer will provide the terms of reference to both the Complainant(s) and the Respondent(s).
Prior to initiating an investigation:
02.
Conducting the Investigation:
-
The Investigator will review the documentation provided to them by the Employer, in addition to organizational policies and applicable legislation pertaining to the complaint.
-
The Investigator will interview the Complainant to gather additional information regarding the complaint.
The investigator will provide the Complainant with their interview notes where the Complainant will have the opportunity to make corrections or additions before signing off on the notes as an accurate account of the interview.
The Investigator will interview the Respondent to gather additional information.
The Investigator will provide the Respondent with their interview notes where the Respondent will have the opportunity to make corrections or additions before signing off on the notes as an accurate account of the interview.
Witnesses who were identified as being present during the alleged incident(s) are then interviewed.
The Investigator will provide the Witnesses with their interview notes where the Witnesses will have the opportunity to make corrections or additions before signing off on the notes as an accurate account of the interview.
If there are any outstanding items following the interviews, the Investigator may contact the parties for further clarification. Parties may also contact the Investigator to provide additional information prior to the completion of the report.
-
The Investigator will prepare a report, which will include:
Executive summary.
Background.
Statement of allegation(s) and response(s).
Information collected during interviews.
Analysis.
Findings.
03.
The Investigator will meet with the Employer to present the findings as well as recommendations (if requested by the Employer) pertaining to the complaint.
The Investigator will discuss other considerations pertaining to the complaint such as workplace conflicts, root causes as well as organizational and environmental risk factors that the Employer should be made aware of.
The Employer will review the report and determine what action(s) if any, need to be taken.
The Employer will meet with the Complainant(s) and Respondent(s) to present the Investigator's findings and discuss next steps.
The Employer will share, an executive summary, a partial report or the full report to the Complainant(s) and the Respondent(s), depending on the Employer's internal policies.