Workplace Investigations

Trusted by unions, employers, and organizations across the public and private sectors.

Harassment, discrimination, misconduct: Chantal Homier leads impartial investigations with rigour and sensitivity, meeting the highest legal and procedural standards.

Independent, Trauma-informed Investigations

Chantal Homier conducts impartial, trauma-informed investigations that bring clarity, fairness, and respect to complex workplace issues.

With over 20 years in labour, employment, and human rights law, including a decade as an adjudicator, she is trusted by both unions and employers to uncover the facts and deliver balanced findings that support informed decision making.

Chantal’s workplace investigation services include:

  • Harassment and discrimination complaints
  • Allegations of misconduct or abuse of authority
  • Toxic workplace and systemic culture issues
  • Conflict-related fact-finding and neutral evaluations

Whether retained by employers, unions, or jointly, Chantal ensures every party is heard and respected.

Chantal offers fully bilingual services throughout Ontario.

Respond with confidence. Protect the integrity of your workplace.

Whether you’re an HR professional, legal counsel, or union representative, Chantal provides independent, trauma-informed workplace investigations into harassment and misconduct.

Her work is grounded in legal rigour and adapted to the needs of each organization across Ontario.

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What Clients Can Expect

Clear, Legally Defensible Reports

Structured, well-reasoned, and grounded on the facts, Chantal’s reports withstand scrutiny and give organizations the confidence to act.

Trauma-Informed and Respectful

Chantal uses a trauma-informed approach to minimize harm and ensure that all individuals are treated with fairness and dignity, especially in sensitive cases such as sexual harassment or abuse of authority.

Confidential and Discreet

Privacy is paramount. Every investigation is managed with discretion to protect reputational interests and comply with applicable workplace and privacy policies.

Timely and Responsive

Chantal understands the urgency of workplace issues. Investigations are handled with efficiency and transparency, with regular communication and prompt delivery of findings.

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Frequently Asked Questions

Yes, even if no formal complaint has been made.

Under Ontario’s Occupational Health and Safety Act (OHSA), employers have a legal obligation to investigate any known or suspected incident of workplace harassment, including sexual harassment, even if no official complaint is filed.

You may be required to investigate when:

  • An employee confides in a manager
  • A supervisor witnesses inappropriate behaviour
  • Anonymous or informal concerns are brought forward
  • Rumours or ongoing jokes suggest a toxic dynamic

If the alleged behaviour, is true, would breach your internal policy, the OHSA, or the Human Rights Code, you must take action. The law also requires that the investigation be “appropriate in the circumstances,” which may mean engaging an experienced third-party investigator for complex or sensitive matters.

If you’re aware, you’re responsible.

Chantal provides independent, trauma-informed investigations and fact-finding processes that help your organization respond with fairness, legal integrity, and confidence.

Chantal brings a rare blend of legal expertise, adjudicative experience, and trauma-informed practice to every investigation.

  • 20+ years in labour, employment, and human rights law
  • 10 years as a full-time adjudicator with the FPSLREB
  • Trusted neutrality, retained by both employers and unions
  • Trauma-informed interviews that treat people with dignity
  • Bilingual services across Ontario (English and French)

She’s trusted to manage high-stakes files involving senior leadership, misconduct, abuse of authority, and complex workplace conflict.

The result? Clear, fair, and legally defensible findings that help organizations move forward with confidence.

Chantal provides independent, bilingual workplace investigation services across Ontario.

She is trusted to handle sensitive, high-stakes cases with legal rigour, discretion, and fairness.

Types of issues investigated include:

Harassment & Discrimination:

  • Sexual harassment or violence
  • Racial or psychological harassment
  • Hostile work environments
  • Systemic or intersectional discrimination

Misconduct & Abuse of Authority:

  • Employee misconduct and code of conduct violations
  • Abuse of authority or leadership misconduct
  • Whistleblower complaints and retaliation
  • Conflict of interest and financial impropriety

Policy & Legal Compliance:

  • Workplace violence and harassment (OHSA)
  • Human rights and accommodation matters
  • Statutory or policy breaches
  • Academic misconduct and institutional investigations

Culture & Conflict:

  • Toxic workplace dynamics
  • Bullying, incivility, or interpersonal conflict
  • Fact-finding and neutral assessments in escalating situations

All services are available in English and French and conducted with a trauma-informed, procedurally fair approach.

Each investigation delivers clear, defensible findings that support legal compliance.

Every investigation begins with a clear, customized mandate that aligns with your workplace policies, collective agreement, or legal obligations.

As an independent, third-party workplace investigator, Chantal ensures the process is fair, respectful, and defensible from start to finish.

Here’s what to expect:

Initial call & scope confirmation
Clarify the issues, agree on terms, and establish timelines.

Document review & planning
Review of policies, allegations, and relevant background.

Trauma-informed interviews
Confidential, neutral interviews conducted with care and professionalism.

Ongoing communication
You receive regular updates, no surprises.

Final report
A clear evidence-based report with findings and recommendations if requested.

If new concerns arise, Chantal consults with you before adjusting the scope.

The result? An efficient, fair, and well-managed investigation that helps your organization respond with clarity, legal compliance, and confidence.

Yes. Chantal creates a trauma-informed, respectful environment where participants feel safe, heard, and treated with fairness and care.

Participants are also welcome to have a support person, someone not involved in the investigation, accompany them during interviews to assist them throughout the process.

She explains the investigation process clearly, answers questions at every stage, and ensures participants understand what to expect, including what happens after their interview.

Chantal also emphasizes neutrality and confidentiality, helping individuals feel secure in sharing their experiences, especially in emotionally difficult cases involving harassment, discrimination, or abuse of authority.

Support, fairness, and compassion are essential, not optional, for a credible and defensible investigation.

It’s completely normal to feel uncertain. Chantal is experienced in working with individuals who are anxious, fearful, or unsure about participating in an investigation.

She fosters a respectful and non-intimidating environment, where people are never rushed and always treated with kindness and professionalism.

Yes. Investigations can be conducted virtually or in person, in both English and French, across Ontario.

Chantal delivers a clear, structured workplace investigation report that provides the factual foundation your organization needs to make informed, legally sound decisions. Each report is tailored to your policy framework, mandate, and organizational context.

A typical report includes:

  • Background & mandate
    Overview of the issue, scope, and parties involved
  • Process summary
    Steps taken, documents reviewed, and interviews conducted
  • Relevant policies & legal framework
    Applicable internal policies, collective agreement provisions, and legal obligations
  • Evidence & findings of fact
    Credible information assessed on a balance of probabilities
  • Analysis & conclusions
    Application of facts to policies and law
  • Recommendations (if requested)
    Suggestions for resolution, accountability, or organizational response

All reports are written in plain language, designed to be legally defensible, respectful of all parties, and appropriate for use by HR, legal counsel, or senior leadership. The result? A professional, third-party investigation report that supports compliance, reduces risk, and helps you move forward with clarity and confidence.

Yes. Chantal provides confidential, independent advisory support to organizations conducting internal workplace investigations. This service is ideal for HR teams or legal counsel who are managing an investigation internally but want expert guidance to ensure fairness, compliance, and defensibility.

Support includes:

Reviewing investigation plans — to ensure scope, process, and roles are clearly defined

Providing second opinions on findings — to validate conclusions before action is taken

Advising on procedural fairness and legal obligations — to reduce risk and support compliance

All advisory services are neutral, discreet, and grounded in over 20 years of experience in labour, employment, and human rights law.

This service strengthens internal processes and helps ensure your investigation will stand up to scrutiny.

Timelines can vary, but most workplace investigations are completed within a few weeks to a few months, depending on the complexity, scope, and availability of participants.

Several factors affect the duration, including:

  • The investigation mandate and scope
  • The number and availability of witnesses
  • The amount of evidence or documentation to review
  • Any need for interpretation, accommodation, or translation

At the outset, Chantal will discuss the expected timeline with you and set a clear plan based on your needs.

If new issues arise during the process, she’ll consult with you before adjusting the scope or schedule.

Urgent matters can be prioritized, and you’ll receive regular updates so you’re never left wondering where things stand.

The focus is on completing a fair, thorough, and timely investigation—without compromising integrity.

Fees are based on the scope and complexity of the matter.
After a free initial consultation, Chantal provides a clear estimate with no hidden costs.

You’ll always know what to expect —in both process and cost.

Yes. Chantal conducts confidential workplace investigations under clear confidentiality agreements with all participating parties.
Before the process begins, parties and witnesses are informed of what confidentiality means in this context and the extent to which it can be preserved. This means that information is shared strictly on a need-to-know basis and only as required to carry out a fair and lawful process.

While every effort is made to protect participant privacy and maintain discretion, some information may need to be disclosed to ensure procedural fairness or meet legal obligations. Confidentiality protects the integrity of the investigation—and helps participants feel safe sharing their experiences.

Ready to move forward?

Whether you’re navigating a complaint or taking proactive steps to improve workplace trust, Chantal offers a safe, structured, and a fair investigation process —delivered in both English and French.

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