Remote workplace dynamics differ from in-person workplaces, and different issues may arise because of the lack of physical proximity. However, the fundamental approach to remote workplace investigations applies.
Many workplaces no longer share one office. Employees work from home, in other provinces, or on hybrid schedules, and a complaint can involve people who have never met in person.
A remote workplace investigation follows the same stages and the same standard of fairness as an in-person investigation. What changes is how interviews are held and how documents are shared.
Rachel Maxcy is an independent workplace investigator based in Vancouver, British Columbia. We conduct investigations for organizations in British Columbia, Alberta and Ontario, and for remote workplaces.
We use a remote investigation when the people involved work remotely or in different locations, or when meeting in person would delay the process. A prompt response to a complaint matters to everyone involved, and to regulators. Depending on where participants are located, one investigation can combine remote and in-person interviews.
Yes. The stages are the same: a first call and conflict-of-interest check, the engagement agreement and terms of reference, planning, interviews, evidence review, and findings and report. See how a workplace investigation works.
Every party is told the substance of the allegations and given a full opportunity to respond. Findings of fact are made on the balance of probabilities and assessed against the organization's policies and the regulatory frameworks that apply.
Before an interview, we tell each participant what the interview is about, roughly how long it will take, who will attend and how we will use their information. We also ask whether they need any accommodation to take part. No diagnosis is required.
Interviews are held by secure video call. At the start of the call:
During the interview, participants can turn off self-view and can ask for a break at any time. We send documents before the interview rather than showing them on screen. Questions are asked one at a time, in plain language, with time to answer.
The same trauma-informed practices apply whether an interview is held in person or by video, and they apply equally to complainants, respondents and witnesses. We offer every party a support person. Read more about our trauma-informed approach to workplace investigations.
If a participant's first language, cultural background, or disability affects how they communicate, we make the same video adjustments as we would in person, including interpreters where needed. See communication across cultures and disability and mental health.
We share and store documents through secure, access-controlled channels. All reports are watermarked as confidential. In some cases, we assign each recipient a number and provide a secure link to view the report, which cannot be downloaded.
Everyone interviewed is asked to keep the process confidential. Read more about confidentiality and privacy legislation in BC, Alberta and Ontario.
Remote investigations are billed at the same rates as any other investigation. A full workplace investigation usually costs between $7,500 and $35,000, plus applicable taxes, depending on the number of allegations, how many people we interview, how much evidence we review, and the type of report needed. A Preliminary Review and Assessment is a flat fee of $2,950, plus applicable taxes. If a full investigation goes ahead, we deduct the $2,950 from the investigation cost because that work is already done. See Fees for rates and deposits.
To discuss a complaint or find out whether an investigation is needed, book a confidential call.