Independent workplace investigations for industrial and manufacturing organizations

Sensitive workplace concerns require a process employees can trust and management can rely on. PF Industrial Advisory provides independent, fair and bilingual workplace investigations grounded in more than 20 years of leadership experience in unionized manufacturing environments.

What the employer gains

  • Greater confidence in the process — An independent investigator helps reduce concerns about internal bias and supports a fair, consistent approach.
  • Fair access for every participant — Interviews and communication are available in English or French.
  • Less operational disruption — Flexible scheduling can accommodate shift work, evenings and weekends when required.
  • Practical industrial context — The process reflects the realities of production pressures, supervision, unionized workplaces and workplace policies.
  • Clear, documented findings — Facts, evidence and conclusions are organized so management can determine appropriate next steps with its human-resources and legal advisers when needed.

Situations we can support

  • Bullying and harassment complaints
  • Respectful-workplace complaints
  • Allegations involving supervisors or managers
  • Employee-to-employee conduct complaints
  • Conflicting witness accounts
  • Complaints involving unionized employees
  • Workplace behaviour and relationship concerns
  • Independent fact-finding following a significant workplace event

What the investigation process can include

  1. Intake and conflict check — confirm the issue, parties, scope, decision-maker and any independence concerns.
  2. Terms of reference — define the allegations or questions to be investigated and what is outside scope.
  3. Document review — collect relevant policies, correspondence, records, schedules and other evidence.
  4. Interviews — speak separately with the complainant, respondent and relevant witnesses.
  5. Evidence assessment — compare accounts, corroboration, consistency, plausibility and documentary evidence.
  6. Findings — make findings on each allegation using the agreed standard of proof, typically balance of probabilities where appropriate.
  7. Report — provide a clear written record of process, evidence, analysis and findings, with recommendations only when requested in the mandate.

Confidentiality and conflict checks

Each potential mandate begins with a confidential preliminary discussion and a conflict-of-interest check. Information is handled carefully, and the scope, roles and reporting expectations are confirmed before the investigation begins.

Built for manufacturing environments

Investigations in manufacturing environments have practical constraints that office-based processes often overlook: shift schedules, production requirements, union representation, supervisor availability, remote sites and employees who may be more comfortable meeting outside normal hours. PF Industrial Advisory works around those realities and can arrange interviews during evenings, Fridays or weekends where appropriate.

Bilingual service across Atlantic Canada

Services are available in English and French for organizations in New Brunswick, Nova Scotia and Prince Edward Island, with particular attention to bilingual workplaces and participants who are more comfortable providing information in their first language.

Request a confidential discussion

Not sure whether a concern requires a formal external investigation? Begin with a confidential 20–30 minute discussion to clarify the issue, identify immediate process considerations and determine whether PF Industrial Advisory is an appropriate independent resource.