How does your organization approach and prioritize workplace investigation training for employees involved in HR, legal, or supervisory roles?

Workplace investigation training includes clear SOP and internal manuals, external training sessions, clear matrix of escalation in case of crisis mangement, inter-departmental communication protocol, clear instructions on public relations management in case any investigative matter is leaked while it is under review.

We're actually in the process of formally documenting this now. 

Investigations right now are mostly ad-hoc and require approval from

1) The target of the investigation themselves (Maybe an employee had their phone stolen or lost and wants us to track it) OR Their direct manager OR a member of HR

2) Approval from the Legal team

3) Approval from the Information Security Team. 

Because our company is based in Canada, we have issued an Electronic Monitoring policy that states we do not actively gather information on employees- so our investigation extends largely to collecting passive data.