Why choose Duncan Investigations Inc.?

DUNCAN INVESTIGATIONS INC., is an international investigation firm committed to the highest standards in the industry and our success is measured by the results that we achieve for our clients.


Our Competitive Advantage

Unparalleled experience – We are longest-serving and founding investigation company in Manitoba.

Innovative:  We are able to address your concerns immediately.   Our results are fast because we have streamlined the process of case management by assigning an experienced investigator immediately to your file.   The investigator will communicate with you regularly throughout the assignment.

Value-added Service:  We are focused on the end result with each assignment.  This is what sets us apart from our competitors.  We grow by exceptional customer service.

Advanced Technology:   We are constantly researching and providing the latest technology to surpass our competition.

Cost effective:  We have local and international coverage without the high overhead costs.

Availability:  We are available 24/7 to serve our clients and do what it takes to get the assignment completed.

Our local phone number is (204) 233-3439.  Our-toll free number is 1-877-233-2002.  Email us at duncaninvestigations@mts.net.   Our website address is http://www.duncaninvestigations.com


Employment Verification Investigations in Canada.

We carry out employment verification investigations for small and large businesses, corporations and governments in Canada.

As part of our investigation, we will require the written consent of the party that has made the short-list in the application process.

Depending on the nature of the position that the applicant is applying for, we will conduct a criminal record check. In some cases, employers cannot discriminate against an employee if he/she has a criminal record. It all depends on whether or not the criminal record will impact the employee’s ability to carry out their duties.

If an applicant has been hired and later charged with a criminal offense during his/her employment, they have no obligation to disclose the nature of the offense to their employer. The Charter of Rights and Freedoms states that a person is innocent until proven guilty.  Even if the employee is later convicted of the offense, they still have no obligation to disclose the conviction to their employer, unless the conviction will have an impact on their ability to carry out their job.

We will carry out the investigation in compliance with the Human Rights Legislation and Common-law to ensure our inquiries are legal.

We will verify the full identity of the applicant including their name and address. It is important that you are hiring the person whom they claim to be and that their personal information outlined in their resume is correct.

As part of the process, we will also verify the applicants’ employment history and education to confirm their records, degrees and certificates they have obtained.   In addition, if the applicant has any licenses  with professional governing bodies, we will confirm their license and any disciplinary actions and dispositions.

Depending on the nature of the job title and description, we also carry out credit checks, driver abstracts searches, bankruptcy checks, judgments, liens, civil court record searches, compensation and bodily injury claim record searches.

Our results are clear and concise which are sent by email in a standard template the next day or two, as we understand that timing is a critical factor for employers in making these decisions.

If you have a question, please feel free to make a comment.

Q. On what basis can credit checks be performed?

A. An employer can carry out a credit check if the employee will be handling any money within an organization. For example, if you are applying for a position as a teller at a bank, they will likely conduct a credit history on you to establish your suitability for the job. This information can provide the employer with critical information, including judgments, bankruptcies, credit card fraud, delinquent accounts and various other information that identifies a risk to the employer. An employer can only carry out these checks with the written consent of the applicant.