Investigative Services

Investigations in the workplace are increasingly complex
and fraught with tension and liability.

Do you need support with harassment complaints in your organization? Consider the following:

 

  • Your internal investigator’s case load is backlogged.
  • Your organization is federally regulated, and you lack the resources with the experience required to handle investigations under Part II of the Canada Labour Code.
  • Perception of your internal investigator bias can negatively impact an otherwise thorough investigation.
  • Volume, complexity of allegations and number of main disputants increase difficulty for internal investigators.
  • The complaint has elements of violence and/or verbal and psychological violence.
  • Employers have an understanding that the main parties may likely move the investigation externally and wish to conduct a complete, unbiased look at the facts before that happens.
  • Internal investigators may be subjected to a conflict of interest or the appearance of a conflict.
  • There is an ongoing pattern of complaints and conflict within a certain work area that have not been resolved by previous investigations.
  • You are unsure what stream the complaint should follow: administrative investigation, harassment investigation or workplace assessment.
  • The result of your internal investigation is reviewed and found to be incomplete or inadequate necessitating external intervention and/or further investigation.
  • You have a workplace violation that may not fall under the respectful workplace policy, and are unsure how best to action the investigation.

 

Our firm has investigated hundreds of harassment, discrimination, sexual harassment and workplace violence complaints Canada-wide for over 30 years. We have worked in a variety of industry sectors, including, but not limited to: Administrative and Support, Agriculture, Construction, Educational Services, Financial institutions; Indigenous communities; Post- Secondary Education; Health Care, Manufacturing, Mining, Oil and Gas, Professional, Scientific and Technical Services, Retail, Utilities and all levels of government.


Contact us for an estimate and timeline
dhill@hilladvisory.com
204-470-7111

Additional Services

A Workplace Assessment is a way of examining a workplace or working unit, to ascertain, through observation, direct dialogue, and examples of situations, what over-all environment exists within that particular workplace or working unit.

Usually an Assessment is completed because of a concern that the workplace or specific department has an existing environment that is unhealthy in some manner.  The concern is usually demonstrated by staff turnover, low morale, staff conflicts, harassment/discrimination complaints and general complaints or incidents – all indicators that some things within the environment may need adjusting.

Hill Advisory Services can help identify such problem issues as:

  • Training or lack of training
  • Lack of sufficient equipment required to perform job tasks effectively
  • Lack of job satisfaction
  • Concerns regarding safety in the workplace
  • Inappropriate performance appraisal methods
  • Lack of communication/feedback
  • Unresolved conflicts
  • Lack of disciplinary measure for problem employees
  • Lack of formal harassment policies/procedures

We have conducted Workplace Assessments for organizations ranging from a staff of 10 up to 200 employees, no assessment is too large or too small.  The focus of the Workplace Assessment varies from client to client, depending on the needs identified by your organization.  We work with you to customize a solution that will target the correct issues.

We welcome you to contact us and learn how we can help you with improving morale and rebuilding a workplace that is highly productive.

Please contact Dylan Hill at dhill@hilladvisory.com or 204-470-7111 for more details on our process and to engage our services.

The goal of our coaching program is to assist employees, management and executives to resolve conflicts, while learning transferable skills applicable to other interactions or conflicts in the workplace.

How does it work?

Your organization assesses the individual (and the conflict) to determine that it rightfully belongs in the Coaching area – rather than a more formal process. A Hill Advisory coach will then perform an initial assessment with the individual and conflict to ensure it is a best fit for the situation.  This assessment will occur during a meeting with the individual either in person or via technology.

Throughout the program our coach maintains contact with the individual, as often as needed, to enable growth within the individual, a change in perspective and an improvement in the individual’s ability to see issues before they arise, to deal with current issues in a more positive manner and to spread those skills within the organization.

A successful Coaching outcome creates an ambassador for positive communication and personal accountability within the organization.  Although coaching techniques will vary depending on the individual, some strategies are based on discussions, assignments, reporting on assignments and individual insights.

We would welcome any questions you may have regarding this unique solution!

Dylan Hill, Vice President – dhill@hilladvisory.com

Cam Hill, President – chill@hilladvisory.com