Independence & authority
Clarify instructions, scope and reporting arrangements. Review actual or perceived conflicts without assuming that an external appointment alone resolves every concern.
Municipalities
Independent fact-finding in a complex municipal context.
A workplace complaint can involve municipal staff, a CAO or other senior administrator, elected officials and overlapping reporting relationships. Clear roles and an impartial process matter before the investigation begins.
When the usual reporting path is part of the concern.
Allegations about a senior administrator or elected official may place those receiving a complaint in a difficult position. The engagement starts by identifying an appropriate instructing authority, potential conflicts and who should receive the report. The investigator’s role is fact-finding within the mandate, not taking over council or management decisions.
- Harassment, bullying or respectful workplace complaints involving staff or leadership
- Alleged misconduct with workplace and governance dimensions
- Conflicts between reporting relationships and the people named in a complaint
- Competing accounts that require interviews, records and a fair opportunity to respond
A mandate that reflects the setting.
Fair participation
Explain the process, examine relevant records and provide an appropriate opportunity to respond. Findings depend on the evidence, not the public profile of a participant.
Practical reporting
Separate factual findings from organizational decisions. Discuss report access and confidentiality limits in a setting where public accountability and other obligations may apply.
Discuss a municipal workplace or leadership concern.
Discuss your organization’s situation and the options that may be appropriate.