Do you need support with harassment complaints in
your organization?

• The allegations are grave, ongoing
  and/or escalating
• Potential liability for your organization increases when complaints are handled poorly
• Perception of investigator bias can negatively impact an otherwise thorough investigation
• Complexity of allegations and number
  of main disputants increase difficulty
  for internal investigators
• A deficient investigation increases the likelihood of it moving to an external jurisdiction which means control of cost, process and end result is lost
• Employers have an understanding that
  the main parties may likely move the investigation externally and wish to conduct a complete look at the case before that happens
  

• Internal investigators may be subjected
  to a conflict of interest (or the appearance
  of one) by investigating the person they
  report to or others in the organization
• There is an ongoing pattern of complaints
  and conflict within a certain work area that have not been resolved by previous investigations
• The end result of an internal investigation
  is reviewed and found to be incomplete
  or poorly done necessitating external
  intervention and/or further investigation.

Union, Management, Goverment and Legal references available upon request

Is it time for your organization to
consult with our harassment experts?

Contact us for a free initial consultation:

Dylan Hill, Vice-President dhill@hilladvisory.com

Cam Hill, President chill@hilladvisory.com

Office
(204) 831-7661

Emergency/After Hours
(204) 470-7111