A senior leader, owner, or HR team member is named in the allegations
Employer-side · Ontario workplace matters
Workplace investigations for employers with Ontario workplace matters.
For employers and employer counsel when internal HR cannot credibly investigate the matter—or the process itself is likely to be reviewed.
The employer may be headquartered anywhere; this public offer is scoped to Ontario workplace matters. Every potential mandate passes fit, conflict, jurisdiction, competence, insurance, and capacity checks before a proposal is issued.
Do not send names, allegation details, medical information, documents, or evidence through this website.
Prefer to call? (647) 631-1205
Employer-side
Ontario workplace matters
Matter-level acceptance review
Named investigator in the written proposal
Relevant completed work
1205 has completed a paid external investigation engagement.
The organization, participants, and matter are not identified publicly. For an appropriate prospective mandate, a private reference may be considered only with the former client's permission.
When external fact-finding may be appropriate
The question is not only what happened. It is whether the process can be trusted.
The internal team has a conflict or does not have credible capacity
The matter involves multiple parties or substantial documentary evidence
Trust in the internal process has deteriorated
The employer or its counsel needs an external fact-finder
A board, insurer, policy, or regulator may scrutinize the process
Before we can accept a matter
Five gates before substantive intake.
An enquiry is not an engagement. If a gate cannot be cleared, 1205 declines, recommends safeguards, or makes a transparent direct introduction.
- Gate 01
Employer-side fit
This public offer is for employers and employer counsel. We do not represent complainants or respondents.
- Gate 02
Conflict and independence
Current and prior relationships are reviewed for actual or reasonably perceived conflicts before substantive information is accepted.
- Gate 03
Ontario jurisdiction
This page covers Ontario workplace matters. Multi-jurisdictional or non-Ontario work requires a separate capability review.
- Gate 04
Practitioner fit
The proposed practitioner must have the competence, authorization, contracting position, and insurance required for the specific mandate.
- Gate 05
Capacity and controls
Actual availability, evidence handling, technology, review, and reporting controls must be confirmed before acceptance.
How an accepted mandate works
A defined process with a named investigator.
Employer-side intake and conflict check
The initial enquiry collects routing information only: organization, jurisdiction, contact details, prior 1205 relationship, and timing context. Do not send evidence or allegation details.
Written scope and named investigator
If the matter advances, the proposal names the proposed investigator and any reviewer. It states who interviews, analyses, communicates, reviews, and signs; the process, assumptions, deliverables, report audience, timing basis, and fee are also defined.
Fact-finding and report
The named investigator controls evidence collection, interviews, credibility assessment, analysis, findings, and report signature under the agreed mandate.
Findings handoff and separate next steps
The employer and its counsel retain legal, disciplinary, and corrective-action decisions. Any remediation support is considered only after the report, under a new scope and conflict review.
Who does what
The proposal identifies the actual practitioner. Roles are not implied.
Ghaleb El Masri leads 1205’s initial fit and scoping review. He is not presented as the investigator on every matter. The written proposal names the actual proposed investigator and any reviewer.
1205 engagement lead
Ghaleb El Masri leads the initial fit and scoping review and coordinates the accepted engagement. He does not direct the investigator’s findings.
Named investigator
The written proposal identifies the actual proposed investigator. That practitioner owns evidence, interviews, analysis, findings, and report signature.
Reviewer, if used
The proposal discloses the reviewer’s role and the safeguards used to preserve the investigator’s independent judgment.
Employer and counsel
The client retains legal advice, employment decisions, statutory communications, discipline, and remediation decisions.
Existing-client relationships
A prior relationship is part of the conflict review.
Where 1205 has an existing relationship with the organization, we assess whether prior work could affect—or reasonably appear to affect—the investigation. We may appoint a separate practitioner, recommend additional safeguards, or refer the matter elsewhere. Any remediation support is separately scoped after the investigation is complete.
Information and process safeguards
Controls are defined before evidence arrives.
If a matter is accepted, evidence transfer, access, retention, report distribution, and technology controls are defined before substantive intake. AI does not decide credibility, make findings, or sign an investigation report. Confidentiality is managed, but fair process may require relevant disclosure.
Timing and fees
Specific after fit. Never assumed at enquiry.
We reply to enquiries within one business day. Availability, meeting timing, proposal timing, start date, and delivery dates are confirmed after the initial fit and conflict review.
If the matter advances, the written scope identifies the proposed investigator, process, timing assumptions, deliverables, and a fixed or bounded fee.
Employer-side fit check
Start with routing information, not the evidence.
Use these two short steps only to help us assess employer-side fit, jurisdiction, conflict, and capacity.
This website form is not a confidential channel. Do not include names, allegation details, medical information, documents, or evidence.
Common questions
What employers ask before sharing details.
Who is this service for?
This public service is for employers and employer counsel with an Ontario workplace matter. It is not employee-side representation or legal advice.
Does the employer have to be headquartered in Ontario?
No. The employer may be headquartered anywhere, but this public offer is scoped to Ontario workplace matters.
Who will conduct the investigation?
The written proposal names the actual proposed investigator and any reviewer, explains each role, and confirms the practitioner-specific acceptance requirements before you commit.
What if 1205 already works with our organization?
We assess whether prior work could affect, or reasonably appear to affect, the investigation. We may propose safeguards, appoint a separate practitioner, or refer the matter elsewhere.
Can you handle a matter outside Ontario?
Outside-Ontario, federal, or multi-jurisdictional matters receive a separate capability, contracting, insurance, and jurisdiction review. This page does not represent that those matters are already accepted.
How quickly can you start?
We reply to enquiries within one business day. Availability, meeting timing, proposal timing, start date, and delivery dates are confirmed only after the initial fit and conflict review.
How are fees set?
If the matter advances, the written scope identifies the proposed investigator, process, timing assumptions, deliverables, and a fixed or bounded fee. This page does not publish a generic price.
Is the process confidential?
Information is handled under defined controls, but confidentiality is not absolute. A fair process may require relevant information to be disclosed to participants or others with a legitimate role.
Does retaining 1205 create solicitor-client privilege?
No. 1205 does not provide legal advice, and retaining 1205 does not itself create solicitor-client privilege. The employer should obtain legal advice about privilege, statutory reporting, and report use.
Can I send documents through this form?
No. Do not send names, allegation details, medical information, documents, or evidence through this website. If a matter is accepted, secure transfer and access controls are defined first.
Can 1205 provide remediation after the investigation?
Potential remediation is considered only after the investigation is complete, under a separate scope and a fresh conflict review. The investigation findings are not directed by later commercial work.
Begin with a fit check, not the case file.
Share only the routing information needed to assess employer-side fit, jurisdiction, conflict, and current capacity.
Request an employer-side fit check