Independent fact-finding when the stakes are high.
External investigations for serious or sensitive workplace concerns, tailored to the mandate and the needs of the organization.
Harassment and bullying
Complaints involving intimidation, hostility, inappropriate conduct or poisoned-work-environment allegations.
Sexual harassment
Sensitive and impartial investigation of sexual comments, communications, advances, conduct or abuse of authority.
Human rights
Discrimination, disability, accommodation, adverse treatment or reprisal under human-rights legislation.
Senior personnel
Complaints involving an executive, manager, board member or another person with institutional authority.
Retaliation and reprisal
Whether an employee experienced punishment or disadvantage after raising a workplace concern.
Misconduct and conflicts
Policy breaches, conflicts of interest and other allegations requiring a reliable evidentiary foundation.
Independence matters where internal neutrality could reasonably be questioned.
External investigation may be especially appropriate where credibility findings are required, the allegations involve senior personnel, or the resulting decision may face legal, arbitral or regulatory scrutiny.
© 2026 David Harris Workplace Investigations.
Independent workplace investigations · Calgary, Alberta