Services
Independent workplace investigations are the core of the practice. Other services address different needs, from understanding an emerging concern to strengthening workplace relationships and reporting pathways.
01
When important facts are disputed, an organization needs a process that tests the evidence rather than assumes an outcome. Rick Hartlen conducts workplace investigations across Nova Scotia and Atlantic Canada, with a defined mandate, an objective approach and clear reasons for the findings.
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Some concerns need a formal investigation; others call for a different response. Early advisory work helps clarify what is known, what remains uncertain and whether assessment, facilitated discussion or fact-finding would serve the organization best.
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An assessment explores patterns that individual complaints may not explain. Interviews, records and, where useful, surveys help identify strengths, strained relationships and gaps between policy and everyday practice. The focus is understanding themes and setting practical improvement priorities.
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When participants are willing and the circumstances are suitable, a facilitated process can help them explain concerns, understand different perspectives and clarify expectations. It is not a substitute for fact-finding where serious disputed allegations require investigation.
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A policy is useful only if people understand how to use it. This work examines reporting routes, leadership responsibilities and the way safety and respectful workplace concerns are handled, then identifies improvements suited to the organization’s resources and context.
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Sessions connect workplace principles to the decisions participants actually face. Topics may include responding to complaints, investigation fundamentals, respectful workplace conduct and occupational health and safety in Nova Scotia. Content and examples are tailored to the audience, not repeated from a standard script.
View serviceA broader continuum
Discuss your organization’s situation and the options that may be appropriate.