Most workplace investigators have not been on the receiving end of an investigation – meaning they have never received the dreaded call that there is potential misconduct in the workplace that requires immediate and precise action. Although trained to conduct investigations, they may not have experienced first hand the internal pressures, the constraints and the workplace politics an employer must navigate in the wake of a workplace issue serious enough to warrant investigation. Similarly, they may have not lived through the rollout, implementation and practical workplace outcomes resulting from the conclusion of an investigation.

Although subtle, these nuances can make a significant difference when not executed properly and sensitively. Through her extensive experience as a Human Resources practitioner Claudine has been in the unique position to not only conduct workplace investigations first hand, but also to oversee and manage workplace investigations conducted by internal staff, and to oversee the hiring and management of third party investigators for workplace investigations. This has provided Claudine with rare insight that few HR practitioners or lawyers have. As a result, she knows first hand the benefits and challenges of having internal staff conduct workplace investigations, as well as the pros and cons of hiring a third party - and she has the battle scars to prove it.

The decision to choose the right investigator is a critical one. Experience, impartiality and approach all impact the effectiveness of an investigation. Claudine comes with the enhanced benefit of a legal background - but without the cost of a traditional law firm - coupled with more than a decade of unparalleled, in-the-field experience. As a non-practicing lawyer, Claudine's job isn't to give you advice on your decisions - it is to bring a lawyer's approach to the investigation and to help ground your decision in the best possible understanding of the facts.