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For Business.

Internal theft, high-risk terminations, hiring checks, fraud and workplace investigations: from first suspicion to a file that survives scrutiny.

Field Notes for employers

  1. Internal Theft: Building a Case That Survives a Wrongful Dismissal Claim What an employer must prove for just cause, the first 48 hours, and the ESA wilful misconduct trap.
  2. Planning a High-Risk Termination: What Employers Get Wrong Risk assessment, meeting logistics, access revocation, and the OHSA duties employers miss until the day of.
  3. Pre-Employment Due Diligence Without Breaching PIPEDA Consent, purpose and proportionality, social media screening, and staging checks so the intrusive ones come last.
  4. Background Checks in Ontario: What’s Legal, What’s Available The three police record check types, what the 2018 reform restricted, and your rights as the subject.
  5. How to Spot Employee Fraud Before It Costs You Warning signs owners miss, and why the first days after a suspicion matter more than anything that follows.
  6. Penetration Testing vs a Security Audit: What Testing Actually Reveals An audit tells you what your policies say. A test tells you what happens when someone actually tries to get in.
  7. What Open-Source Intelligence Actually Means for a Business Where OSINT earns its keep in corporate work, and the legal line between screening and snooping.
  8. WSIB Surveillance: What Employers and Claimants Should Know What it looks for, how evidence holds up at a hearing, and the privacy rights claimants keep.
  9. Is GPS Tracking Legal in Canada? Vehicles, Partners, Employees and Private Investigators Fleet GPS, the OPC's acceptable purposes, and Ontario's written electronic-monitoring policy rule.
  10. Background Checks in Canada: Types, Consent, and What They Reveal The full menu of checks for screening: what each returns, the consent rules, and where each is blind.
  11. Workplace Harassment Investigations: What OHSA Requires The mandatory investigation duty, written results to both parties, and when to go external.
  1. WSIB claim surveillance: what is allowed and what holds up How surveillance fits Ontario’s workplace-injury framework, and what survives adjudication and appeal.
  2. PIPEDA and lawful surveillance The default rule of consent, the narrow investigative exception, and what it does not cover.
  3. Recording conversations in Ontario: the one-party consent rule When recording a conversation is lawful, what counts as unlawful interception, and the caveats that matter.
  4. Is it legal to hire a private investigator in Ontario? What a licensed PI can lawfully do, what nobody may do, and where the lines sit.

Services businesses retain

  1. Workplace Investigations Harassment, theft and misconduct cases, built for procedural fairness.
  2. Employee Theft Investigation Confirming internal theft before acting, without creating wrongful dismissal exposure.
  3. Undercover Investigations Licensed operatives placed inside a workplace or situation to see what’s really happening.
  4. High-Risk Terminations Planning and on-site support by certified Workplace Violence and Threats Specialists.
  5. Background Checks Employment, tenancy, personal and corporate due diligence, run inside Ontario’s consent rules.
  6. Penetration Testing Physical, cyber and social-engineering testing.
  7. TSCM and Counter-Surveillance Finding hidden cameras, microphones and GPS trackers.
  8. WSIB Investigations Workplace injury claim verification for Ontario employers and insurers.

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