There were a series of accusations about our company last August from a former employee. Immediately following these accusations, LMG hired Roper Greyell - a large Vancouver-based law firm specializing in labor and employment law, to conduct a third-party investigation. Their website describes them as “one of the largest employment and labour law firms in Western Canada.” They work with both private and public sector employers.
To ensure a fair investigation, LMG did not comment or publicly release any data and asked our team members to do the same. Now that the investigation is complete, we’re able to provide a summary of the findings.
The investigation found that:
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Claims of bullying and harassment were not substantiated.
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Allegations that sexual harassment were ignored or not addressed were false.
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Any concerns that were raised were investigated. Furthermore, from reviewing our history, the investigator is confident that if any other concerns had been raised, we would have investigated them.
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There was no evidence of “abuse of power” or retaliation. The individual involved may not have agreed with our decisions or performance feedback, but our actions were for legitimate work-related purposes, and our business reasons were valid.
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Allegations of process errors and miscommunication while onboarding this individual were partially substantiated, but the investigator found ample documentary evidence of LMG working to rectify the errors and the individual being treated generously and respectfully. When they had questions, they were responded to and addressed.
In summary, as confirmed by the investigation, the allegations made against the team were largely unfounded, misleading, and unfair.
With all of that said, in the spirit of ongoing improvement, the investigator shared their general recommendation that fast-growing workplaces should invest in continuing professional development. The investigator encouraged us to provide further training to our team about how to raise concerns to reinforce our existing workplace policies.
Prior to receiving this report, LMG solicited anonymous feedback from the team in an effort to ensure there was no unreported bullying and harassment and hosted a training session which reiterated our workplace policies and reinforced our reporting structure. LMG will continue to assess ongoing continuing education for our team.
At this time, we feel our case for a defamation suit would be very strong; however, our deepest wish is to simply put all of this behind us. We hope that will be the case, given the investigator’s clear findings that the allegations made online were misrepresentations of what actually occurred. We will continue to assess if there is persistent reputational damage or further defamation.
This doesn’t mean our company is perfect and our journey is over. We are continuously learning and trying to do better. Thank you all for being part of our community.
So basically they hired a law firm that gets paid by corporations to dissolve evidence and destroy lawsuits and they “didn’t find anything”
Right, another day in capitalist heaven
Though that is fruit for thought I can not find any information to back op that claim. I did however found articles about them defending remote working. It’s a bit too easy to me to throw out claims such as this without backing it up with facts. But if you do have any other examples I would love to read them.
I did not do any research but to me the comment you replied to made me pause and think for a bit.
If someone immediately assumes that a third party investigator is just being paid off by the firm they’re investigating, how is that firm supposed to prove their “innocence” to someone like that? A second investigator could just get a paycheck aswell, so that doesn’t change anything. They obviously can’t just publish the relevant information for privacy reasons.
What else are they supposed to do? I think that a certain amount of mistrust is good, especially when it comes to things where money and/or reputation is on the line, but the closer you get to personal relationships the more harmful unwarranted mistrust can be. Idk why I’m writing this reply to you, its more directed at the original comment poster, but ig I’m continuing on a tangent
It’s hard to trust a firm that is explicitly being paid by the company they’re investigating. I could be convinced that they are actually a neutral third party and that their investigation was unbiased if they had a track record of finding fault with their clients a significant portion of the time. (I haven’t done the research to see if that’s the case.)
However, you have to ask yourself - how many companies would choose to hire a firm which has that track record? Wouldn’t you pick one more likely to side with you?
The way to restore credibility is to have an actually independent third party investigation. Firm chosen by the accuser, perhaps. Or maybe something like binding arbitration. Even better, a union that can fight for the employees on somewhat even footing with the company.