Investigator Chronicles Episode 5 is live! – Watch Now
In Episode 5, Lisa Southern, a founding partner of Southern Law in Vancouver and the first Integrity Commissioner for the City of Vancouver, joins Investigator Chronicles host Christine Thomlinson to talk about her path from labour and employment lawyer to adjudicator to investigator, and what her career across hearing rooms and institutional files has taught her about running a fair, effective process.
In Episode 4, Dayna Boyko — child forensic interviewing specialist, president of Helix Investigative Consulting Inc., and retired Toronto Police Service (TPS) investigator — joins our Investigator Chronicles host, Christine Thomlinson, to talk about how to get accurate, reliable accounts from child complainants and witnesses.
In Episode 3, workplace investigator Rupa Karyampudi joins our Investigator Chronicles host, Christine Thomlinson, to talk about designing a more accessible investigation process for participants with disabilities and neurodivergence.
In our investigation training sessions, it’s interesting how often participants say that when they can’t decide at the end of an investigation, they just say the allegation is “unsubstantiated.”
In Episode 2, lawyer and workplace investigator Rachel Turnpenney joins our Investigator Chronicles host, Christine Thomlinson, to talk about lawyers having to make the shift from an advocate’s mindset to a neutral investigator’s mindset when conducting workplace investigations…
I was recently invited to speak on an Advocates’ Society panel on the subject of privilege of investigation reports. As an investigator who conducts harassment investigations, it was a fascinating discussion because the reasons for attempting to secure privilege over investigation reports of other types were compelling. For organizations dealing with issues such as major
As an external investigator, I conduct investigations for various organizations using their policies and procedures as the basis for my process. Sometimes these organizations include within their policy a requirement that parties and witnesses be given the opportunity to review and sign off on my interview notes, or a statement that I have prepared based
In preparing for an upcoming course on bias, I have been thinking about the potential impacts that various biases might have on the respondent interview in a workplace investigation. While investigators often turn their minds to issues such as racial or cultural bias, as well as biases that might flow from a personal relationship, another
