Situations where an investigator may be appropriate
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Multi-party complaints
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Concerns involving power imbalances
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Harassment allegations
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Situations requiring an independent third party
- Respectful workplace concerns
- Leadership conduct concerns
Stage 01
Intake
Understanding the concern, clarifying expectations, and confirming how the investigation will proceed.
Our Investigation Process
Stage 02
Fact-Finding
Gathering information through respectful interviews and review of relevant documentation.
Stage 03
Report
Providing a clear written summary of the process followed, information considered, and findings reached.
Stage 03
Report
Providing a clear written summary of the process followed, information considered, and findings reached.
Understanding the Role of an Independent Investigator
Not all workplace concerns require legal investigation or formal escalation. Many organizations benefit from independent fact-finding and process guidance to understand the situation and determine appropriate next steps.
When Legal Advice May Be Needed
- potential termination or discipline decisions
- significant human rights or litigation risk
- formal grievance or arbitration strategy
- matters requiring solicitor-client privilege
- complex employment law interpretation
How Crossroads Connections Can Support
- conducting independent workplace investigations
- advising on whether an investigation is appropriate
- helping define investigation scope and process expectations
- reviewing policy context and organizational considerations
- supporting responsible next steps following investigation findings
Where appropriate, we work alongside legal counsel to ensure organizations receive balanced and responsible guidance.
Independent. Confidential. Procedurally fair.
Discuss a Workplace Concern
We invite you to request a confidential consultation. Please share enough context to help us understand how we can best assist.
Workplace investigations in Vernon and across BC