When something serious happens, how you investigate matters as much as what you find.

What is included

• Impartial third-party investigation into theft, substance use on the job or misconduct
• Structured interviews with complainants, respondents and witnesses
• Evidence gathered and documented so findings hold up if they are challenged
• A written report with findings and recommended next steps
• Guidance on the discipline or termination decision that follows

Why it matters in British Columbia

A rushed or informal investigation is the single most common reason a dismissal falls apart later. Documented process, done by someone outside the relationships, protects both the employee and the business.