HR Formal Investigations

At Knorr & Associates, we excel at conducting formal HR investigations that guide leaders to resolve complaints fairly and objectively.

For over 20 years we have been proud to conduct trustworthy and respectful investigations that ensure fairness to the participants.

In our work, we provide objective and experienced perspectives that consider national and provincial legislation, organization policies, and workplace dynamics.

Our investigations have included:

Workplace bullying, poisoned work environment and unfair treatment
Discrimination, harassment, systemic discrimination, accommodations, and pornography in the workplace
Interviews with highly emotional and conflicted participants
Senior executives both as complainants and respondents
Media-sensitive allegations
Colleague against colleague conflicts
Union and human resources leaders participating as co-investigators

We have investigated complaints in small companies, large corporations, all levels of government and
not-for-profit associations

We provide fair and neutral investigation services in workplaces of all kinds in Canada. Our clients are very diverse and have given us wide experience in the public and private sectors.

As an outside consultant specialized in workplace conflict, we have collaborated with leaders to create effective resolutions that consider long term impacts.

Our role as investigators

As qualified investigators, our major role in the complaint process is to be objective, trustworthy fact finders.

We adhere to the agreed-upon scope of the investigation.

Through interviews with all involved parties, we gather feedback and perspectives on the complaint, present this back to the leadership team in a report, and advise on next steps.
Throughout the process, we maintain confidentiality and respectful relationships with everyone involved in the complaint.

We remain keenly sensitive to the impact of the investigation on the workplace and offer suggestions to reduce disruption.

At the conclusion of the process, our report addresses the policy violations and presents a thorough examination of the facts and observations. When requested, we also provide practical and effective suggestions for outcomes.

We provide suggestions for follow up supports such as mediation, workplace restoration, coaching, or training through our dynamic and skilled associates.

When a formal investigation should be considered:

If the complaint, as presented, is founded, would you discipline?
Are you concerned that an internal investigator may be influenced by previous knowledge of the culture or status of the individuals involved?
Is the perception of objectivity critical to the resolution of the complaint?

Alternatives to Formal HR Investigations

Formal Investigations may be damaging to relationships, reputations and the productivity of a workplace. Consider carefully what kind of outcome you are seeking and, if the nature of the complaint is of a wider organizational scope, also consider a workplace culture review.