How much does a workplace investigation cost? This is often one of the first questions clients ask when retaining us to conduct a workplace investigation. It is an important question. Workplace investigations can be expensive, and organizations need to consider the cost. In the current economy, it is more important than ever to keep costs down, without undermining the integrity of the investigation.
In every investigation we take on at Forte Workplace Law, we consider cost-effectiveness at each stage, from beginning to end. Here are six strategies we use to keep investigation costs down while maintaining procedural fairness:
- Have the right people on the investigation team.
We take a team approach to our investigation work. Our lead investigators have hourly rates that reflect their extensive experience. Including a newer investigator or paralegal on the team, including during interviews, can save a huge amount of cost in the long run as they can complete many investigation tasks and first drafts at a significantly lower hourly rate.
- Define the scope early and avoid scope creep.
We make sure that everyone is clear about the specific allegations being investigated from the start. This is more work up front but saves so much time and expense as the investigation proceeds. “Scope creep” (or adding new allegations) happens easily unless you are vigilant to avoid it. We will only recommend adding new allegations that arise if they are necessary to complete the investigation.
- Consider an initial review, if appropriate.
Not every complaint needs a full investigation. Sometimes a prima facie (or initial review) to determine if the allegations even fall within a policy is all that is needed. This can allow a complainant an opportunity to be heard and avoid an unnecessary full investigation.
- Consider the order of witness interviews to reduce the number of follow-up interviews required.
While many investigations will start with the complainant and move to interviewing witnesses and then the respondent, sometimes a different order is more efficient or helps narrow issues. We think strategically about the evidence necessary to make the findings required and talk to those witnesses first.
- Be flexible about conducting interviews.
Sometimes in person interviews are the most efficient and effective ways to proceed, particularly if it can all be done in one (or a few) day(s) on-site. In other circumstances, conducting interviews remotely using Zoom or MS Teams allows parties to participate without costly travel time.
- Think about alternates to investigations, like mediation.
Hiring an investigator with experience in mediation or conflict coaching allows the investigator to identify opportunities for resolution early on in the investigation. A mutually-agreed resolution by mediation not only saves money but helps restore the workplace and supports the parties in move past the conflict.
Conducting a cost-sensitive workplace investigation is possible with strategy and planning.
This blog is not legal advice and only provides general information. Every situation must be considered on its own facts.
Contact us [email protected] or 604-535-7063. Our team of workplace investigators and mediators in BC and Alberta are ready to answer your questions.
