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  1. Home
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  3. Mireille Mortimer
Mireille Mortimer's picture

Mireille Mortimer

HBSc, JD, AWI-CH
Lawyer & Workplace Investigator
Mortimer Khoraych PC
Country or state 
Canada (Ontario)
City 
Toronto
Fee 

Personal Details

Bio

Mireille Mortimer is the founder and principal of Mortimer Khoraych PC. Mireille’s practice focuses on three core practice areas: external workplace investigations, culture audits, and workplace restoration. Over the past 13 years, she has conducted investigations into hundreds of claims relating to harassment, sexual harassment, bullying, workplace violence, discrimination (including unconscious bias, micro-aggressions, and racism/Anti-Black Racism), equity, conflict of interest, safety, dishonesty, theft, abuse of power/authority, reprisal, and code of conduct, privacy and other policy breaches, among other workplace issues. As an experienced workplace investigator with a background in labour and employment law, psychology, and empirical research: Mireille is compassionate and respectful with all participants throughout the investigation process, building rapport and offering a non-judgemental space in which to share their evidence, knowledge and information She acts as a neutral fact-finder, leveraging her understanding of human cognition, perception, and memory to assess the reliability of witness evidence in order to deliver clear and substantiated findings. Mireille is a member of the Government of Canada’s roster of Federal Investigators (for federally regulated workplaces), in addition to being a member of the Investigations Unit for the Sports Dispute Resolution Centre of Canada.

Current position (1)

Lawyer & Workplace Investigator

Mortimer Khoraych PC

Presentations

Presentations (5)
What you need to know about Workplace Investigations

This program is intended for beginners and provides an overview of what a thorough and proper investigation looks like. We will review investigation basics, such that participants will leave with the ability to issue spot and identify areas where further attention is required, either with respect to their own training or in the course of conducting an investigation. We will cover: - how to organize and plan the investigation, identifying potential sources of evidence, conducting interviews, assessing credibility, and report drafting.

Workplace Investigations: Preparing for and Conducting Witness Interviews

This program is intended for those who have previously conducted workplace investigations and are looking to hone their interview skills. We will review how to prepare for an investigative interview, building rapport with witnesses, opening comments, the funnel method of questioning, how to maintain confidentiality, and how to obtain the best and most accurate information from witnesses.

Workplace Investigations: Common Misconceptions

This program is intended for beginner and intermediate investigators. We will review a number of misconceptions respecting workplace investigations, including: - the proper standard of proof - what to do about he said/she said complaints - whether it is okay to make a an inconclusive finding - whether credibility refers to lying - uses to which an investigation report can be used and whether you have to prove it again And more.

Workplace Investigations: What can go wrong and how to avoid missteps

This program is intended for anyone conducting, supervising or reviewing workplace investigations and related reports. We will review the many ways in which an investigation can be found to be improper and how to avoid such missteps, including: - timeliness of investigation - scope of investigation - procedural fairness and reasonableness - bias/conflict of interest, etc.

Workplace Investigations: Assessing Credibility & Making Findings of Fact

This program is intended for advanced investigators who have previously conducted and written investigation reports. We will review the meaning of credibility, how to properly assess the reliability of evidence, oral or otherwise, and how to weigh evidence to make findings of fact, including, - objective versus subjective evidence - direct versus indirect evidence - circumstantial evidence - how much weight to attribute to evidence - how to pull all the evidence together to reach your findings of fact, etc.

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HRPA competencies

Core Competencies (Primary)
Labour & Employee Relations / Law
Core Competencies (Secondary)
Learning & Development
Health, Wellness & Safe Workplace
Organizational Effectiveness
Enabling Competencies
Independence
Quantitative Skills
Recommendations
Affiliations
HRPA
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