The collection of everything has been compiled and the investigator writes the report as in Part 1. Depending on how this report maybe used it can be quite informal or highly detailed. In almost every case, the words should be well expressed. Particularly if the report is to be used in a formal proceeding. It must meet proper standards of analysis and explanation. Learn from Canadian legal experts who will supply a checklist for you to use.
Once the report is prepared, the client must decide how to use it. Depending whether or not it is priviledged or publicized, the manner of preparation may vary. Consequently early in the investigation process the end point must be planned so proper preparation occurs.
Included is a Checklist.
ABOUT THE SPEAKERS:
Jennifer Wootton, B.Comm. LL.B. has more than 25 years of experience in the workplace human rights law field. She recently launched Optimal Resolution™ Method (www.optimalresolution.com) a program that teaches managers and human resources professionals how to effectively and respectfully handle workplace harassment complaints internally.
Jennifer’s law practice focuses on the proactive and compassionate resolution of internal workplace complaints through investigations, assessments, training and policy development. Jennifer is a pioneer in the field of workplace harassment investigations and has investigated thousands of workplace harassment, bullying and violence allegations as an external investigator since 2000. She is regularly retained by public, private and not-for-profit employers to conduct workplace investigations of every level of complexity. She has extensive experience in both unionized and non-unionized workplaces, and employers of all sizes also call on her to advise on their internally conducted investigations.
JAYNE PARKER along with her partner Kathi McBride-Anderson founded Insight HR Solutions in 2002, a company specializing in human resource consulting. Jayne has extensive experience investigating complaints of harrassment and discrimination; mediation, facilitation and conflict resolution; designing and facilitating respectful workplace, workplace violence prevention and other human resource-related training.
Jayne has over 20 years experience working in the public sector in both unionized and non-unionized environments, private sector and not-for-profit workplaces She is also a contract investigator for the Canadian Human Rights Commission.
In 2013, he joined Paul Wearing in a partnership that brings together almost 100 years of management experience among the 5 lawyers involved.
Ross Dunsmore is counsel to the ACFE-GTA (Association of Certified Fraud Examiners - GTA) and
Dorian Dwyer, Chief Investigator-Business Advisor at Gecko
A specialist with over 17 years in investigation, case management, and training in the area of economic crime, health fraud, corruption, insurance, internal, regulatory, and corporate investigations. A dedicated professional with over 34 years of investigative and managerial experience in law enforcement and public sector investigations. An energetic, competent, and reliable person known for integrity and sound ethical decision-making skills who fosters excellent stakeholder relations. A person who leads by example with integrity and is passionate about contributing to an employer or client’s goals and objectives.
KWAME ADDO, presently as Ryerson University as Ombudsperson, has spent the last years successfully conducting and managing administrative investigations, through his work at Ombudsman Toronto and before that, at Ombudsman Ontario.
One of the original members of the Ombudsman Toronto team, Kwame has held the position of Director, Investigations & Conflict Resolution since the office opened in April 2009. As Director, he managed a team of seven, responsible for receiving and resolving complaints about City administration, and for conducting Enquiries and Investigations.
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