Question 1

What sets Sullivan Investigative Insights apart from other investigators or HR professionals?

Accepted Answer

We combine legal expertise, HR best practices, and trauma-informed methods. Our courtroom experience gives us a tactical edge in assessing credibility and building defensible findings. We don’t just follow procedures—we ask the right questions, identify risks, and deliver findings you can act on with confidence.

Question 2

How do you protect confidentiality during an investigation?

Accepted Answer

Confidentiality is a cornerstone of our approach. From the outset, we clearly explain what confidentiality entails to create a sense of safety. When participants trust that their input is protected, they engage more openly—resulting in stronger evidence and better outcomes.

Question 3

How do you help organizations maintain a positive work culture during difficult investigations?

Accepted Answer

We approach every case with care, empathy, and professionalism. Our respectful engagement supports all parties, and our clear communication keeps stakeholders informed throughout. By resolving issues with clarity and fairness, we help restore trust and foster a more inclusive workplace culture.

Question 4

What is a workplace investigation?

Accepted Answer

A workplace investigation is a structured process used to examine allegations of misconduct, harassment, bullying, or other inappropriate behavior in the workplace. The goal is to gather facts, interview relevant parties, and evaluate evidence in a fair, impartial way. A professional workplace investigator ensures that the process remains unbiased, trauma-informed, and confidential. The outcome is a well-documented report with clear findings, helping organizations make informed decisions while maintaining trust and minimizing legal or reputational risks.

Question 5

Why is impartiality important in workplace investigations?

Accepted Answer

Impartiality ensures that all parties involved in an investigation are treated fairly and without bias. When investigations are handled internally by managers or HR staff, there can sometimes be real or perceived conflicts of interest. By hiring an independent investigator, organizations demonstrate neutrality, protect employee trust, and reduce the risk of challenges to the findings. Impartial investigations also hold up better in legal or regulatory reviews, which is crucial for minimizing liability and ensuring compliance with workplace laws.

Question 6

Are workplace investigations confidential?

Accepted Answer

Yes. Confidentiality is a cornerstone of effective workplace investigations. All information gathered—such as witness statements, documents, and findings—is handled with discretion and shared only with authorized decision-makers. Confidentiality protects the privacy of employees and encourages participants to speak openly without fear of retaliation. While complete anonymity cannot always be guaranteed, professional investigators use trauma-informed techniques to minimize risk and ensure a respectful process for everyone involved.

Question 7

What types of complaints require a workplace investigation?

Accepted Answer

Workplace investigations are necessary when allegations involve harassment and misconduct issues, including sexual harassment, workplace violence, and emotional abuse. Specific examples include verbal, physical, psychological, and visual harassment, stalking, racial or ethnic harassment, quid pro quo scenarios, gender-based harassment, and harassment from third parties such as clients or contractors.

Question 8

How long does a workplace investigation take?

Accepted Answer

The timeline depends on the complexity of the case, the number of people involved, and the availability of evidence. Straightforward cases with a limited number of witnesses may be resolved more quickly, while serious allegations involving multiple parties can take longer. A professional investigator keeps the process timely and transparent, providing regular updates to decision-makers. Prompt investigations are critical to reducing workplace disruption and maintaining employee trust in the process.

Question 9

What happens during a workplace investigation?

Accepted Answer

A typical workplace investigation follows several steps: intake and review of the complaint, gathering documents and evidence, interviewing the complainant, respondent, and witnesses, analyzing the information collected, and preparing a final report. The report outlines findings of fact, assesses credibility, and provides recommendations where appropriate. Throughout this process, impartiality, confidentiality, and respect for all parties are maintained. The goal is not to advocate for one side but to uncover the truth and present clear, defensible findings.

Question 10

Can HR handle workplace investigations internally?

Accepted Answer

While HR can manage some internal complaints, there are risks when sensitive issues involve senior leaders, complex allegations, or potential legal consequences. Internal teams may face challenges with impartiality, employee trust, and credibility in court or regulatory reviews. Bringing in an external, professional workplace investigator eliminates conflicts of interest and ensures that findings are respected by all parties. It also reassures employees that the process is fair and that outcomes are based solely on evidence.

Question 11

What are the risks of not investigating a complaint?

Accepted Answer

Failing to investigate complaints of harassment, bullying, or misconduct can expose organizations to serious risks. Employees may lose trust in leadership, workplace culture can deteriorate, and the organization may face lawsuits, human rights complaints, or reputational damage. In some cases, failure to act can even violate employment or occupational health and safety laws. By conducting timely, impartial investigations, organizations show accountability, protect employees, and minimize potential legal or financial consequences.

Question 12

How are witnesses involved in workplace investigations?

Accepted Answer

Witnesses play a critical role in workplace investigations. They may provide valuable insights, confirm facts, or clarify events. A professional investigator approaches witnesses respectfully, explains the process clearly, and assures them that their input will remain confidential within the investigation. Trauma-informed interviewing techniques encourage openness while protecting psychological well-being. Witness testimony, combined with other evidence, helps build a complete and accurate picture of the situation, ensuring reliable and defensible findings.

Question 13

What should an employer do when they receive a complaint?

Accepted Answer

Employers should take every complaint seriously, regardless of how small it may seem. The first step is to acknowledge the complaint promptly and decide whether an internal or external investigation is needed. Employers must ensure impartiality, protect confidentiality, and prevent retaliation against those involved. Bringing in a professional investigator helps maintain fairness, reduce risks, and provide clear findings. Acting swiftly demonstrates organizational integrity and supports a respectful workplace culture.

Question 14

How does Sullivan Investigative Insights ensure fairness?

Accepted Answer

At Sullivan Investigative Insights, fairness is at the core of every investigation. We remain neutral, listen to all parties without judgment, and apply a trauma-informed approach that balances empathy with rigorous fact-finding. Our investigators carefully evaluate credibility, corroborate evidence, and deliver clear reports that withstand legal and organizational scrutiny. By ensuring both complainants and respondents are treated respectfully, we foster trust and confidence in the process, supporting a fair and safe workplace for all.

Question 15

What is included in the final workplace investigation report?

Accepted Answer

The final report typically includes a summary of the findings, credibility assessments, relevant facts, and clear rationale for our conclusions. It concludes with clear, impartial findings based on the evidence. While recommendations may be included, the final decision rests with the employer. A well-prepared report not only provides closure but also helps organizations make informed decisions that protect both employees and organizational integrity.

Question 16

Can workplace investigations help prevent future misconduct?

Accepted Answer

Yes. Beyond resolving immediate complaints, workplace investigations provide insights into systemic issues, cultural gaps, or policy weaknesses. Identifying these patterns allows organizations to implement better training, improve reporting systems, and strengthen workplace policies. A fair and transparent process also sets a precedent, showing employees that misconduct will not be tolerated. Over time, this builds a stronger, safer, and more respectful workplace culture that reduces the likelihood of future issues.

Question 17

How much does a workplace investigation cost?

Accepted Answer

The cost of a workplace investigation varies depending on the complexity of the case, number of interviews required, and amount of evidence to review. Some investigations may take only a few weeks, while others require months of work. While external investigators are an investment, the cost is far less than the potential financial, legal, and reputational damage caused by unresolved complaints. Most importantly, professional investigations demonstrate an organization’s commitment to fairness and accountability.

Question 18

How can organizations support employees during an investigation?

Accepted Answer

Employers should reassure employees that the process is impartial, confidential, and respectful. Providing access to employee assistance programs, mental health resources, or counseling can help participants cope with the stress of an investigation. Clear communication about timelines and expectations also reduces uncertainty. By supporting employees throughout the process, organizations show care for staff well-being, maintain trust, and encourage cooperation that leads to more accurate and defensible outcomes.

Question 19

Are workplace investigations legally required in Canada?

Accepted Answer

In many cases, yes. Canadian employment and human rights laws require employers to investigate complaints of harassment, discrimination, or workplace violence. Failure to do so can result in penalties, lawsuits, or human rights tribunal actions. Even when not legally mandated, investigations are strongly recommended to protect organizations from liability and to ensure a safe work environment. Engaging a professional investigator ensures compliance with both legal obligations and best practices.

Question 20

What makes Sullivan Investigative Insights different from other firms?

Accepted Answer

Sullivan Investigative Insights combines over two decades of legal expertise with a trauma-informed approach to workplace investigations. Led by Rosellen Sullivan, KC, a recognized trial lawyer and workplace investigator, the firm specializes in impartial, empathetic, and legally defensible investigations. Unlike some firms that focus only on compliance, we balance compassion with rigor, ensuring employees feel respected while employers receive clear, actionable findings. Our reputation for fairness and excellence sets us apart.

Question 21

How do I contact Sullivan Investigative Insights?

Accepted Answer

You can contact Sullivan Investigative Insights through our website’s Contact page, by phone, or by email. We offer confidential consultations to discuss your concerns and determine the most appropriate next steps. Whether you are an HR professional, or executive seeking guidance, our team provides responsive support and clear advice. Reaching out early helps address issues promptly, reduce risks, and build a safer, more respectful workplace for everyone.

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