Workplace Investigations in Winnipeg

FHB HR reviewing workplace risk and compliance

Why It Matters

One wrong move turns an internal issue into a legal one

When a complaint of harassment, misconduct, or a serious policy breach arrives, the risk of bias is too high and the procedural missteps are too easy to make. A single mistake can become a wrongful-dismissal claim or a human-rights complaint.

FHB has conducted countless investigations across industries and sectors, in union and non-union environments — from straightforward fact-finding to the most sensitive matters involving senior leadership. Each is handled with confidentiality, compassion, and a record built to withstand scrutiny.

What We Investigate

From a single allegation to a complex matter spanning multiple people and months, every investigation follows the same standard of procedural neutrality — from intake to final report.

Harassment & Discrimination

Allegations involving sexual harassment, discrimination, or bullying under human rights legislation. Cases that demand procedural neutrality from intake to final report.

Misconduct & Policy Violations

Theft, fraud, breach of confidentiality, conflict-of-interest violations, or any policy breach that calls for formal investigation. Findings documented to support whatever decision follows.

Conflict & Interpersonal Disputes

Persistent disputes that have escalated beyond informal mediation. We surface what’s actually happening, with a clean record of how the matter was investigated.

Sensitive & High-Stakes Matters

Cases involving senior leadership, complex reporting structures, or the kind of sensitivity where in-house investigation isn’t appropriate. Discretion and procedural integrity throughout.

How We Run An Investigation

A defensible process, followed the same way every time

Procedural integrity isn’t a finishing touch — it’s built into every step, so the findings stand up if anyone challenges them.

Intake & Scoping

We clarify the allegations, define what’s in and out of scope, and confirm the process before anyone is interviewed.

Planning & Neutrality Check

We map witnesses and evidence and confirm there’s no conflict, so the investigation is — and looks — impartial.

Interviews

Structured interviews with complainant, respondent, and witnesses, following consistent methodology that protects everyone’s rights.

Evidence Handling

Documents, messages, and records gathered and preserved properly, with a clean chain of how each was obtained.

Analysis & Findings

We weigh the evidence against the relevant policy and standard, and reach findings on a balance of probabilities.

Clear, Impartial Report

A written report that states the findings plainly and is built to withstand review by a tribunal, arbitrator, or counsel.

Discretion is the default. Every matter is handled with the utmost confidentiality and compassion — both to protect the people involved and to preserve the integrity of the findings.

When To Bring Us In

An external investigator protects the outcome when an internal one can’t be seen as neutral — or when the stakes are simply too high to get it wrong.

Bring us in when…

The complaint involves senior leadership or someone close to the decision-makers
Your internal team can’t investigate without a perceived conflict
There’s real legal or human-rights exposure if it’s mishandled
The matter is sensitive enough that confidentiality is critical
A previous internal attempt has been challenged or fallen apart

You may not need us when…

A minor issue can be resolved through a direct conversation
The matter is squarely within a manager’s day-to-day authority
Informal mediation hasn’t yet been attempted and would likely work

Investigations FAQ

Common questions, answered straight

When should we bring in an external investigator?

Whenever handling it internally would put the outcome at risk. That includes allegations against senior leadership, cases where the investigator can’t be seen as neutral, matters involving legal or human-rights exposure, or any situation sensitive enough that one procedural misstep could turn an internal issue into a wrongful-dismissal claim. An external investigator removes the bias question and protects the integrity of the process.

What types of complaints do you investigate?

Harassment, discrimination, and bullying allegations under human rights legislation; misconduct and policy violations such as theft, fraud, breach of confidentiality, and conflicts of interest; persistent interpersonal disputes that have escalated beyond informal mediation; and sensitive, high-stakes matters involving senior leadership or complex reporting structures. We handle everything from straightforward fact-finding to the most delicate cases.

Will the investigation hold up if it’s challenged?

That’s the entire point of how we work. We follow strict protocol on interview methodology, evidence handling, and documentation, and we report findings clearly and impartially. Every step is recorded so that if the process is later questioned by a tribunal, an arbitrator, or opposing counsel, the investigation stands up to scrutiny.

How long does a workplace investigation take?

It depends on the complexity — the number of witnesses, the volume of evidence, and the sensitivity of the matter. Simple fact-finding can move quickly; complex cases involving senior leadership take longer. We treat expediency as a priority because drawn-out investigations harm everyone involved, but we never rush at the expense of a defensible process.

Is the process confidential?

Yes. Every investigation is handled with the utmost confidentiality and compassion. We manage who knows what, protect the people involved, and keep the matter contained — both to respect everyone’s privacy and to preserve the integrity of the findings.

Do you work with unionized workplaces?

Yes. We’ve conducted investigations across industries and sectors in both union and non-union environments, including matters that intersect with collective agreements and grievance processes. We understand the additional procedural requirements a unionized setting brings and work within them.

Discreet, impartial, built to hold up