Every TNZ workplace investigator brings decades of combined experience across private sector, healthcare, government, education, and First Nations governance. We have conducted hundreds of investigations, from single-incident complaints to multi-party complex disputes involving senior leadership.
We use AI tools to assist with document review and report structuring so that investigators can dedicate more time to the judgment, nuance, and human insight that every case requires. Every finding, every conclusion, and every recommendation is the investigator's own.
Our investigators hold designations including C.Med, C.Arb, CPHR, and have completed specialized training in trauma-informed interviewing, natural justice principles, and race-based and gender-based discrimination: areas where technical competence matters enormously.
What's included
What we do
- Formal investigation of harassment, bullying, discrimination, and workplace misconduct
- Workplace assessments and culture reviews where the full picture is unclear
- Multi-party investigations involving competing complaints and cross-allegations
- First Nations, healthcare, education, federal, and provincial government contexts
- Post-investigation recommendations, restoration planning, and workplace investigator coaching
- Workplace investigation training for HR leaders and managers who conduct internal processes
- Workplace respect policy development and restoration planning following findings
- Workplace bullying rehabilitation programmes for respondents
How it works
Our process
1
Scoping conversation
We confirm the nature of the allegations, who is involved, applicable policies, and what standard of proof applies. Timeline and deliverables are agreed before work begins.
2
Document review & interviews
All relevant documentation is reviewed. Complainant, respondent, and witness interviews are conducted with natural justice principles observed throughout.
3
Analysis & findings
Evidence is weighed on the applicable standard of proof. We assess credibility, corroboration, and context, never applying a formula, always applying judgment.
4
Report & recommendations
Reports are clear, well-organized, and produced with legal defensibility in mind. Findings are separated from recommendations, and remedial options are practical.
Why it matters
The benefits
Impartiality that holds up
An external investigator removes the risk of actual or perceived bias, protecting both the organization and the people involved.
Legal defensibility
Our reports are structured to withstand grievance arbitration, human rights tribunal proceedings, and judicial review.
Trauma-informed approach
We conduct interviews in ways that do not compound harm: important both ethically and for the quality of evidence gathered.
Speed without shortcuts
Most investigations are completed in four to eight weeks. We do not rush findings, but we do not let files sit idle.
In practice
Anonymous case studies
All identifying details have been changed or removed. These examples illustrate the kinds of situations we work with and the outcomes our interventions achieve.
Healthcare Authority
Situation
A mid-sized health authority received concurrent complaints involving a unit manager and two direct reports. The allegations were overlapping, the respondent had filed a counter-complaint, and the HR team had a pre-existing relationship with all parties. Internal investigation was not feasible.
Intervention
TNZ was retained to conduct a bifurcated investigation: the counter-complaint was addressed first to avoid using potentially tainted evidence in the primary investigation. Seventeen interviews were conducted over five weeks, with contemporaneous notes validated by each witness.
Outcome
A 68-page report was produced, containing findings on each allegation, credibility assessments, and eighteen specific recommendations. The report withstood a grievance challenge eight months later. Three systemic policy gaps were identified and subsequently addressed by the authority.
Post-Secondary Institution
Situation
A faculty member made allegations of race-based discrimination against a department head. The respondent denied the allegations and alleged the complainant had fabricated the incidents for personal gain. The institution's equity office was not trained for formal investigations.
Intervention
TNZ appointed an investigator with specific training in race-based workplace discrimination. The investigation applied the Peart v. Peel approach to contextualizing evidence and assessing differential treatment. Eight witnesses were interviewed; social media records and email chains were analyzed.
Outcome
Findings were made on four of six allegations. The report was accepted by the institution's board without amendment. The department head received formal remedial action and coaching. The complainant returned to work under a structured re-integration plan.
Common questions
Frequently asked questions
How long does a workplace investigation take?
Most investigations are completed in four to eight weeks from intake, depending on the number of witnesses and complexity of the allegations. We confirm timelines during our initial scoping conversation.
Can TNZ investigate complaints involving senior leadership?
Yes. We regularly conduct investigations where the respondent is a senior leader, executive, or board member. Independence from internal reporting lines is one of the key reasons organizations retain us.
What standard of proof do you apply?
The standard in most workplace investigations is the balance of probabilities: whether it is more likely than not that the alleged conduct occurred. We apply this standard rigorously and explain our reasoning in the report.
Is the investigation report confidential?
Investigation reports are confidential documents owned by the organization. We recommend sharing findings with both parties consistent with natural justice, and our report format facilitates this. We can advise on disclosure obligations.
Ready to talk?
We offer a complimentary initial consultation to understand your situation and recommend the right approach. No obligation.
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