Investigator Chronicles Episode 2 is live! – Watch Now
Alyssa Gassi began working as a Municipal Prosecutor for The Corporation of the County of Lambton (the “County”) on October 28, 2024. Her employment was terminated on a with-cause basis on April 4, 2025.
In 2021, concerns about the leadership of Mary Lynne Campbell, an Alberta public school division superintendent, were raised through the submission of a complaint under Alberta’s whistleblower protection legislation (PIDA).
In this case involving Queen’s University, two individuals brought a motion in court to put an immediate stop to an ongoing harassment investigation being conducted by an external investigator.
I attended the “HR Leaders Summit Canada” conference last week, and participated in a panel where we discussed how human resources can lead organizations for “clarity, capacity, and care.” My co-panelists (Mark Edgar, Rawan El-Komos, and Momina Javaid, moderated by Donna Gray) had much insight and excellent ideas for HR professionals.
Most Canadian jurisdictions require employers to have policies that address issues like workplace harassment, discrimination, and violence. In our investigation practice, we read many of these “respect at work” policies, and the overwhelming majority of them are clearly written to specifically comply with legislative requirements.
We’ve been hearing much talk about the “Great Resignation” – specifically, between April and September 2021, more than 24 million American employees left their jobs, an all-time record. While the same hasn’t yet been seen in Canada, experts speculate that this may just be delayed…
In August 2020, my colleague Veronica Howard and I published a blog on conducting workplace assessments under Bill C-65. At that time, Bill C-65 and the related Regulations set out the requirements that federally regulated employers were required to meet in order to satisfy their obligations under the Canada Labour Code (CLC)…
The Ontario Court of Appeal recently considered this question in a case involving an appeal from a conviction of sexual assault.[1] The decision is an important one for any workplace investigator faced with assessing someone’s credibility.
