Qualified Person

In case of a workplace harassment incident or complaint, the employer must conduct an appropriate investigation. The investigator can be an internal staff member, someone from another location, or an unbiased external professional. They should be knowledgeable about the OHSA’s harassment and reprisal provisions and the employer’s harassment policy and program.

Workplace Investigations

Unresolved or unaddressed conflict in the workplace breeds a host of untenable working conditions that can cause psychological harm to employees, disruptions to productivity, expensive, lengthy lawsuits, and negative publicity for employers.

At Reed Research, we know how disruptive and costly these conflicts can be. We exceed industry standards for investigator competency. We offer experienced, certified, trauma-informed workplace investigators committed to conducting fair and impartial investigations for your workplace. This is a critical component of your legal obligations as an employer to maintain a safe, healthy and respectful work environment free from harassment, discrimination and bullying.

We provide prompt, thorough, and confidential results that determine the root causes, make findings of fact, and recommend ways to prevent future incidents so you can resolve conflict and make clear, informed, and legally defensible decisions.

Furthermore, we provide timely workplace assessments tailored to your unique circumstances. These assessments are powerful tools for discovering potential conflict hotspots and concerns in your workspace, empowering you to proactively address them and prevent detrimental incidents.

Lastly, our expertise extends to restoring strained working relationships marred by conflict, ensuring a conducive and productive atmosphere for all stakeholders.

S. 55.3 OHSA, an impartial person is unbiased, with no conflict of interest, and in good standing with their professional body (if applicable). While one may expect that an impartial person may be someone external to the workplace or organization, in some circumstances, it could be someone in the organization.

  • An example of a person an employer could engage to conduct a workplace investigation, subject to the circumstances of the case and any criteria set out in the order, could include someone who is:
  • from a different branch of the same company;
  • from the corporate office; or
  • from another related franchise.

Where it would be more appropriate for a third party to investigate, the person could be someone who is:

  • a business leader in the community or a business association;
  • a certified human resource professional;
  • a lawyer; or
  • a licensed private investigator.
  • It should be noted that if someone conducts workplace investigations as a primary part of their business, they must be properly licensed, usually as a lawyer or a private investigator.

Schedule a consultation

We would be pleased to review your case at your convenience, with no charge for the initial consultation.