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Posted on January 26, 2022 by Dean Benard
In 2020 we launched a scholarship program that was supposed to be limited to one grade 12 student, who
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Posted on October 28, 2020 by Dean Benard
Benard + Associates is pleased to announce the creation of our new scholarship program.Dean Benard,
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Posted on August 10, 2020 by Dean Benard
For the last several months, due to COVID-19, we have been conducting dozens of investigations by remote
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Why Choose Us
Posted on June 30, 2020 by Dean Benard
This past month we engaged in a hiring process to recruit one, possibly two, new investigators. We were
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Posted on May 21, 2020 by Dean Benard
Benard + Associates is the leading investigation firm supporting professional regulators to respond to
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Posted on May 8, 2020 by Dean Benard
We decided it was time to get back to publishing an informative and helpful newsletter for our clients,
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Posted on April 16, 2020 by Dean Benard
During the Covid-19 Pandemic many regulators have had to adjust and manage their work differently.
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Posted on May 1, 2017 by Dean Benard
As investigators, we are often asked by our clients to use search warrants to obtain information that will further an investigation.  Of course, wanting to please our clients, we would be happy to do so whenever possible, and indicated. However, most often we are in a position where we must explain why we cannot obtain a search warrant, or why using a search warrant would not be appropriate in the circumstances. I have written about search warrants in the past and explained the process for obtaining one.
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Posted on May 1, 2017 by Dean Benard
We have been busily making people aware of our new education company, Nuance Education + Training. Response has been amazing and we have great programs lined up for May and June. Click here to see the upcoming programs in your area.
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Posted on March 10, 2017 by Dean Benard
In a recent matter, Bairaj Shoan and Attorney General of Canada (2016 FC 1003), a federal court judge rejected a workplace harassment investigation due to an improper investigation into alleged workplace harassment. In the decision, The Honourable Mr. Justice Zinn found that due to a lack of procedural fairness and natural justice within the investigation process, it could not be considered as evidence against the alleged harasser.
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