Veritas Solutions

05/20/2026

Not every workplace concern requires a formal investigation.

But when it does, getting it right matters.

A well-run investigation can:
• clarify what happened
• support fair, defendable decisions
•reduce organizational risk

But it also requires:
• a clear scope
• a structured process
• sound judgement throughout

What we often see is uncertainty at the start: when to proceed, how to scope it, and what the process should look like.

That uncertainty can create risk before the work even begins.

This is part of the focus in our upcoming
Workplace Investigations Training with CPHR Manitoba (June 9–12) — building clarity and confidence in how to approach this work.

This training is open to all. Register at the link below.

05/19/2026

🔔 Upcoming Veritas Trainings & Events | June 2026

Here are our upcoming webinars, training programs, and events for investigators, leaders, and HR professionals working in complex, people‑risk environments.

🔷 May 22 | Webinar: Top 5 Challenges in Administrative Investigations
A 1‑hour session with founder and CEO, Bob Stenhouse, on navigating common investigative challenges with confidence, neutrality, and fairness.

🔷 Jun 2-3 | CPHR Alberta Conference: Future-Ready HR (Calgary, AB)
Join us at the Veritas booth to explore practical approaches to managing people risk and making clear, defensible decisions in high‑stakes environments. We’ll also be running a booth‑only draw for a professional development prize. Details to be announced later this week.

🔷 Jun 9-11 | Workplace Investigations Training Certificate (CPHR Saskatchewan)
A three‑day virtual certificate covering the full investigation lifecycle, from intake to findings and reports. Open to participants across Canada. Includes real case studies.

🔷 Jun 10 | Trauma‑Informed HR Professional Certificate (CPHR BC & Yukon)
For HR professionals applying a trauma‑informed lens to employee support, decision‑making, and workplace safety. Practical, interdisciplinary, and skills‑focused.

Note: You do not need to be a CPHR member to participate in CPHR trainings. You may attend any training offered by any province.

➡️ Visit the link in the comments to register.

05/06/2026

The Workplace Restoration Training with CPHR BC & Yukon is not designed to be broad or theoretical. It is designed for people who are directly responsible for restoring trust, stability, and effective working relationships.

This training is for:
🔷 HR practitioners supporting complex and sensitive people issues
🔷 People leaders navigating challenging team dynamics or conflict
🔷 Senior leaders overseeing recovery after disruption, crisis, or change
🔷 Health and safety advisors focused on psychological safety
🔷 Internal roles accountable for culture, risk management, and team functioning

Meaningful learning happens when participants share context, responsibility, and real-world challenges. This training creates that environment, so the tools and frameworks translate into action, not just insight.

If you recognize yourself in these roles, this training was designed with your reality in mind.

Registration is open now, with limited spaces. Link below.

Note: You do not have to be a member of CPHR to take this training.

03/04/2024

Our Mar/Apr issue is here! Our cover story, “Disabusing the Church” written by Bob Stenhouse and Randal Rauser of Veritas Solutions Workplace Investigations Training and Consulting addresses the need for “safe” church, school, seminary and ministry communities. Also featured is our senior editor’s sitdown with Lydia Fawcett of Mennonite Central Committee - MCC BC to discuss responding to allegations of abuse in seminaries and churches.

We are committed to equipping our readers, both leaders and members of the Church, to better understand spiritual abuse and how to respond from an informed place.

This issue's Fellowship Skills column tackles Saying “I’m sorry.” It's written by Jennifer Kerr, a Saskatchewan based mental and relational health counsellor. We also highlight five stories of Canadian Christians who discovered new ways to serve after 65 and abuse prevention in Christian communities. We have a special collection of Easter poetry for you to enjoy this issue as well.

At the end of our issue is the Final Word with Shari Russell, director of NAIITS: An Indigenous Learning Community. This issue's Church in Community article highlights Set the Captives Free Outreach Center of Gatineau. EFC President David Guretzki, in his column this issue, unpacks Pontius Pilate’s abuse of power.

Click the link to follow to get started:
https://l.faithtoday.ca/49xuK2W

09/27/2022

October is a busy month for training! Workplace complaints and investigations are on the rise. Among the many hats an HR professional is required to wear...

03/15/2021

Have you ever worked for a micromanager? People who micromanage, to the extent of causing fear, and having their employees constantly walking on egg shells, are a human resource risk to their organizations. Employees are unhappy and unmotivated, and the employee who dares to push back, often becomes a target of abuse.

Gallup identified a one question test to identify a micromanager: is the team customer (or mission) obsessed, or boss-obsessed? A boss-obsessed team is easy to identify. The only thing that matters is what the boss thinks.

Micromanaging is generally about the misuse of power and control. Attempts to rule by fear, command and control, nitpicking, and constant voicing of displeasure will inevitably be met with resistance.

This is where workplace bullying often starts.

Our team has had several cases where the respondent of bullying allegations has attempted to assert power and control over the process and investigation, only to confirm their personal style and behaviors.

3 mitigation strategies:

1) 360 assessments/surveys
2) EQ training (self-awareness and regulation)
3) Performance expectations and monitoring

How else might an organization mitigate the risks posed by a micromanager?

Veritas

03/08/2021

Red Flag Risk Alert #22 - Harassment, hostility, bullying, or any other interpersonal injustices don't usually start overnight. In the majority of cases, they are an escalation of passive aggressive behaviors, general rudeness and incivility. They will often progress to outright contempt and targeted destructive behaviors.

" Good Morning!" - nothing - crickets. She heard you but believes it is okay in a professional setting to ignore you. That is rude and in-civil and sure to perpetuate further hostilities and animosities in the workplace.

Employers have a duty of care respecting psychological violence and injury. Therefore these lower level behaviors on the spectrum, are areas of risk that the prudent and progressive employer will intentionally mitigate. How so?

Mitigation Strategy:

- Set clear expectations with all staff - including social courtesies and norms
- Hold employees accountable for incivility, micro-aggressions and hostilities
- Lead by example. Please, thank you, and "good mornings" cost nothing

Do you have any other ideas on how to mitigate risks associated to incivility? I would like to hear from you.

Veritas

05/08/2020

Small painting job that I don’t have patience or skill for- prepping and painting the inside of a boler trailer ( google them!) - priming , sanding , painting. Experience with fibreglass ( painting over gel coat) would be great.

12/09/2019

https://vimeo.com/377839801

A Hitman's Guide To Courage - a DisruptHR talk by Bob Stenhouse - Principal Consultant at Veritas Solutions DisruptHR Edmonton 7.0 - November 20, 2019 in Edmonton,…

10/25/2019

Was really happy to share as a podcast guest on the topic of workplace investigations, psychological safety and courageous workplaces. Episode # 40

https://aretehr.com/podcasts-videos/