HR Proactive Inc. has provided workplace harassment investigation services for over twenty five years. Our Investigators are trained specialists with backgrounds in the Human Rights and Occupational Health & Safety field and/or Police Services. They have an extensive working knowledge of the Canadian Human Rights Act, Alberta Human Rights Act, Employment Standards Act, Workers’ Compensation (WCB) System, Bill 30 and the Occupational Health and Safety (OHS) Act. We have completed workplace investigations covering Human Rights complaints, bullying and harassment, sexual harassment, discrimination, workplace violence, and company policy breaches. Where applicable, our Investigators review and analyze surveillance video as part of the evidence provided. Our client base includes repeat clients and new clients from both the public and private sectors.
Workplace harassment can undermine a person’s dignity. It can prevent workers from doing their jobs effectively. Workplace harassment, left unchecked, has the potential to escalate
Only material facts need to be established. To understand what facts are material, we need to know the definition of workplace harassment. In most jurisdictions,
An effective investigation gathers sufficient evidence to prove or disprove the material facts leading to a conclusion as to whether or not workplace harassment occurred.
The person or person(s) selected to do the investigation should be objective. They should not be the alleged source of harassment and should not be
Direct Leading directly to the fact in issue. Direct evidence includes: Statements by the parties and witnesses who were present. “Eye witnesses” or persons who
Evidence Is information that is admissible proof of the facts in issue. It is usually something that can be perceived by the senses. It can
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