Getting to the Bottom of Complaints: Our Step-by-Step Process
24
Aug 2023
216
Author
: Erica Blain, Director, Professional Standards, Registrar, CPHR Alberta
CPHR Alberta is the professional association for Chartered HR Professionals in Alberta. Registered members of our association are subject to the Complaints and Discipline Process as a way to ensure safety to the public. HR professionals have considerable influence over the policies, processes and practices employed by organizations across Alberta which affects how almost all Albertans are treated in the workplace. As a result of this influence, it is important that HR professionals are held accountable for their decisions and advice. The Complaints and Discipline process at CPHR Alberta exists so that members of the public have an avenue to share concerns, queries, and complaints about the Human Resources professionals in their organizations.
When a member of the public reaches out to CPHR Alberta with a complaint, the first thing that needs to be ascertained is whether or not a complaint is sound. Sound complaints are:
- Based upon facts and have good supporting documentation.
- Seem to be the result of the HR professional’s decision-making.
- Clearly indicate that the CPHR Alberta Code of Ethics or Standards of Professional Practice may have been breached.
Complaints may not be sound for a handful of reasons:
- The complainant has very little documentation or evidence to support the claim being made;
- The HR Professional was clearly not the decision maker in the issue at hand and therefore cannot be held accountable;
- The only complaint is that someone was released from a role without cause and the process followed appropriate legislation.
The most common types of complaints CPHR Alberta receives that are found to be sound and are therefore investigated, involve one or more of the following:
- Breach of confidentiality of sorts by the HR professional
- Concerns with an HR Professional’s expertise and ability in carrying out an investigation or other process
- Concerns about bias, prejudice or conflict of interest when hiring, recruiting or disciplining
- Insufficient concern by an HR Professional for employee’s mental wellbeing
- Violation of Alberta Employment Standards for pay or overtime
- Harassment
Any concern that an HR Professional has violated the Code of Ethics or Standards of Professional Practice should be reported to CPHR Alberta.
Process Overview
When a complaint is sent in by a member of the public, CPHR Alberta follows the below process.
- CPHR Alberta receives a complaint and checks for soundness and completeness.
- If the complaint is sound and complete, the HR Professional is notified of the complaint and asked to respond.
- Once CPHR Alberta has both the complaint and response, the Discipline Committee reviews and makes a decision to dismiss or move to an investigation.
- Parties are offered Alternative Dispute Resolution and if declined, an investigation takes place.
- Once an investigation is completed and the Investigation Report is compiled, the Chair of the Discipline Committee decides whether the Code of Ethics was breached or not.
- If an HR Professional is found to have breached the Code of Ethics or Standards of Professional Practice, they are referred to a Discipline Hearing where they are given a discipline order.
Dismissal of Complaints
While some complaints are founded and the HR Professional in question is disciplined as required, some complaints are also dismissed. There are a variety of reasons a complaint may be dismissed.
One is that a complaint may not be valid, meaning that the complaint being made does not have a strong basis in fact. This could include someone complaining that they were let go without cause and they didn’t think they deserved to be let go.
Another reason a complaint is dismissed is because it is apparent the complainant is making the complaint because they are upset but that there is no actual complaint. This might look like someone who is angry for losing a job and is now stating that the HR professional broke every part of the code, violated the Human Rights Act and the Alberta Employment Standards but there is no evidence that any of the accusations are based in reality.
A trivial complaint will also be dismissed. A trivial complaint is minor in nature and is lacking in evidence. The committee will not notify the respondent that this complaint was filed but will keep it on record in case similar complaints against the same individual are submitted.
Outcomes of Complaints
When a complaint is valid, sound and not vexatious and then, through an investigation by the Committee, is also founded, the HR professional will face discipline.
CPHR Alberta is not currently a self-regulated association, and so there is a limitation in the power given to the Discipline Committee regarding orders that can be determined.
CPHR Alberta cannot:
- Force an organization to re-hire someone who was fired, laid off or let go without cause
- Reward damages to the complainant
- Financially punish the respondent
CPHR Alberta can:
- Recommend or enforce further education for the professional to prevent future violations of a similar nature.
- Require that specific courses be completed in order to better understand ethics, legal issues and other rules that HR professionals must follow.
- Suspend or revoke the CPHR designation of the HR professional who violated the Code of Ethics
- Revoke membership with CPHR Alberta
The CPHR Alberta Discipline Committee exists to investigate complaints from the public to ensure that our Chartered Members are following the Code of Ethics and Standards of Professional Practice to which they have agreed.
If you wish to file a complaint against an HR Professional in Alberta, please visit our website here
for more details.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready. Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years. This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data. At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow. The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive. As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact. We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.
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