BD Investigations

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BD Investigations

investigations, grievances, terminations, recruitment, etc.), and fuelled by a passion for the human side of business, Tova established Sage HR Consulting Inc.

Tova BD - MIR, CHRL, WFA

BD Investigations is a consulting agency located in Canada that offers/specializing in workplace
🕵🏻‍♀️ Investigations
📖 Assessments
💼 Restoration Following a nearly two – decade progressive career in Human Resources and Labour Relations roles in both public and private sectors and in both unionized and non-unionized environments, wherein she advised and strategically part

nered with senior and executive management on workplace matters (e.g. in 2017 to provide comprehensive services to businesses that may not have sufficient resources or experience to handle, or be proactive about, day-to-day or strategic human resources issues. In 2021, Tova recognized a growing demand for trustworthy, professional independent workplace investigations stemming from employers’ statutory obligations to investigate claims of workplace harassment, violence, or discrimination, which has been accelerated as a result of social justice movements. Consequently, BD Investigations, a division of Sage HR Consulting Inc., was born. During her time in corporate roles as well as with her consulting firm, Tova has investigated claims of sexual harassment, workplace bullying, racism/anti-black racism, theft, improper conduct, and more, including those which could have resulted in significant litigation and/or reputational risk. This experience is bolstered by her status as a licensed workplace investigator. Today, Tova takes great pride in conducting workplace investigations, assessments and restoration programs that are thorough, impartial, trauma-informed and, above all else, put people first. To learn more about Tova, visit her social accounts.

12/16/2023

Love receiving pictures of clients enjoying their bd swag!

10/05/2023

And now for something completely different (Monty Python, anyone?), today is Random Acts of Poetry Day! So, here goes:

Roses are red,
Violets are blue,
If misconduct is alleged,
I’ll investigate you!

09/29/2023

Today is “Ask a Stupid Question Day” and also “International Right to Know Day”.
So go ahead, ask away!
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09/26/2023

We touched on the topic of courtesy earlier this month, being U.S.

National Courtesy Month.
To look at this from another angle, “Civility and Respect” is one of the known 13 workplace factors that affect employees’ psychological health and safety.

More than holding hands and singing Kumbaya, the measurable outcomes of an organization that is successful at managing this particular risk include (but are not limited to) effectively handling conflicts between stakeholders (employees, customers, vendors, the public, etc.).

We can see that there is a place here for effective (and respectful!) workplace investigations. Contact us to start a conversation on how we can help reinforce your organization’s psychological health and safety.

09/21/2023

Established in 2006 by the American Public Health Association, today is Get Ready Day, a day whose focus is to educate people with how to navigate crises such as natural disasters, infectious disease outbreaks, and pandemic illnesses.

Has your organization researched, developed, communicated, and trained for emergency situations?

09/19/2023

On this day 32 years ago, Ötzi the Iceman was discovered in the Alps between Austria and Italy, considered Europe’s oldest known natural human mummy with a ripe old age somewhere around 5,000 years. Cause of death is believed to be from blood loss due to an arrow wound.

Don’t continue with unaddressed skeletons in the closet (or frozen mummies in the ice); contact us to discuss how a workplace assessment can benefit your organization before the arrows start to fly!

09/14/2023

“He harassed that poor woman before, clearly he’s now done it again to someone else.”

Have you heard this before in your workplace, or something similar?

While many HR staff would automatically start thinking about their robust progressive discipline policy, the experienced workplace investigator hears warning bells, and not for the reason one might think.
The assertion of similar fact evidence can be damning to a respondent at a superficial level or to the untrained ear, however the experienced investigator knows that to be considered “evidence” in the current investigation (i.e. a pattern of behaviour), the circumstances of the historical event (harassment, in this example) must be both “similar” and “fact”.

This is tricky ground that must be tread carefully because of the obvious and strong prejudicial effects of involving past events or behaviours to suggest a pattern of behaviour.

If you have a complex workplace investigation, please give us a call to discuss how we can help – it is never too soon in the process to have this conversation.

09/12/2023

An interesting arbitration case recently arose whereby five GO Transit bus drivers had been fired with just cause for WhatsApp communications involving gratuitous sexual-related comments about colleagues, all conducted outside of work hours on personal devices.

However, the arbitrator rebuffed the company’s decision, forcing a rehiring and back pay, finding that the workplace harassment policy did not extend to these individuals while on their personal time and on personal devices (their despicable comments notwithstanding), and moreover the internal investigation was somewhat botched through significant delays and conflict in roles, with the employer acting as both complainant and investigator.

This case serves to teach two fundamentals about workplace policies and investigations. First, know and understand where your policies reach, and where they do not. Secondly, avoid actual or perceived conflicts of interest and hire an experienced external workplace investigator.

09/07/2023

Our post earlier this week spoke to the topic of responsibility when it comes to employee mental health, meaning the onus is on the employee to avail themselves of resources.

The WSPS’ 2022 Health & Safety Leadership Survey indicated that 73% of employees surveyed say they would need to know about a company’s health and safety program before accepting a job, illustrating the importance of this issue.

The organization goes further to compare how a company would take the onus for removing physical hazards in the name of health and safety, yet mental hazards derived from the workplace are left to the employees to self-manage.

Workplace assessments are a tool to identify such psychological hazards and underlying simmering sources of conflict; contact us to learn more.

09/05/2023

Today, September 5th, some unofficially recognize “Be Late for Something Day”, a day suggesting that people should intentionally be fashionably late, not look at clocks, etc., in order to support self-care. And yet, the month of September is also U.S. National Courtesy Month, celebrating politeness and good manners.

This paradox plays itself out every day, as employees are asked to take of their own mental state, yet are still required to fulfill job duties at 100%.

How does your organization manage this apparent conflict?

08/31/2023

Today is World Distance Learning Day. With the pervasiveness and wide acceptance of remote work, remote learning for employees is not a far stretch.

Whether it pertains to upkeeping health and safety awareness, privacy and confidentiality, digital security, learning new technical or soft skills, etc., the subject matter possibilities are endless. Further, there are many providers with strong, modernized and curated libraries of diverse styles of content, such as videos from subject matter experts, slide decks, quick reference materials, etc.

Ongoing training (both job specific and developmental) should always be offered in any organization that values its employees, and indirectly its own success. While live, in-person training has its place, distance learning options should always be made available.
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08/29/2023

When life hands you lemons, make non-toxic insect repellent!

On this National Lemon Juice Day, we are reminded of the multitude of uses of lemon juice, the literal positive that comes out of the figurative negative.

Similarly, when a workplace incident arises or if underlying conflict is simmering, these are opportunities to conduct a workplace assessment to see how organizational corrective action can be taken to make the best out of a bad situation.

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Toronto, ON

Website

https://bdinvestigations.ca/

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