Frequently Asked Questions

An independent workplace investigator is responsible for conducting a fair, impartial, and objective investigation into workplace concerns identified by the retaining organization. The investigator gathers and assesses relevant evidence, interviews participants, and prepares an evidence-based report that assists the organization in making informed decisions.

No.

Every investigation conducted by Scopic Consulting begins with an open mind. Interviews are conducted to understand each participant's perspective, gather relevant information, and ensure that findings are based on all available evidence—not assumptions or predetermined conclusions.

Yes.

Participants are encouraged to refer to notes or documents that assist them in accurately recalling events or identifying relevant information. Any documents believed to be relevant to the investigation should also be brought to the investigator's attention.

This depends upon the organization's policies, applicable collective agreements, and the nature of the investigation. Participants are encouraged to discuss any such requests with the investigator before the interview.

Every investigation is different.

Some interviews may be completed within an hour, while others may require several hours depending upon the complexity of the issues being investigated and the amount of information to be discussed.

Scopic Consulting treats all information obtained during an investigation with professionalism, discretion, and an appropriate degree of confidentiality. Investigation participants are also provided with a written advisement outlining the investigative process, including confidentiality expectations, before their interview begins.

In many workplace investigations, particularly within the federal public sector, investigation reports are prepared using anonymized identifiers rather than participants' names. These reports are intended to protect the privacy of individuals while allowing the retaining organization and, where applicable, the investigation parties to understand the evidence considered and the findings reached.

While investigators make every reasonable effort to protect the identity of participants, workplace investigations cannot guarantee absolute anonymity. Procedural fairness may require that relevant information be presented in sufficient detail to allow individuals to understand and respond to information that may be relied upon during the investigation. Throughout this process, only information that is relevant and necessary to the investigation is disclosed.

Scopic Consulting is committed to balancing procedural fairness with respect for the privacy and dignity of every participant.

Following the interview, the investigator continues reviewing all available evidence, including interviews and documentary information, before preparing an independent investigation report for the retaining organization.

The retaining organization determines the distribution of investigation reports in accordance with applicable legislation, organizational policies, and the purpose of the investigation.