Iffat Ritter, LL.B (she/her)
+1 306 880 4510 (mobile)
Prior to becoming a lawyer Iffat worked for Health and Welfare Canada providing dental services to the indigenous population in the Northwest Territories and Northern Saskatchewan from 1985 to 1992.
From 1992 to 2003 Iffat was a computer consultant and computer instructor for various educational institutions including Northlands college, Palliser Campus, University of Regina and University of Saskatchewan.
While attending the College of Law at the University of Saskatchewan, she was a researcher, editor, and assistant for the late Honourable Allan Blakeney QC. Professor Emeritus.
Iffat articled in 2007 and worked in a small law firm in Saskatoon where her areas of practice focused on criminal law, civil litigation and family law. In 2008 she took a position with a large law firm in Saskatoon and became a Partner in 2014. For the past 15 years Iffat has primarily practiced in the area of Family Law Litigation. Iffat’s current areas of innovative practice include: Workplace Investigation, Legal Coaching, and Resolution-based Family Law as well as the traditional practice areas of Wills and Estates, and Real Estate.
Iffat has experience in investigations involving private enterprises, municipalities, government bodies, law enforcement bodies, and unions.
- A workplace investigator assists when issues or complaints arise in the workplace between employees, between employers and employees, or between employees and third parties such as clients.
- Any party can retain an investigator, however; in most instances it is the prudent employer who recognizes a problem in the workplace and looks into the matter through the use of a neutral third party such as an investigator. The investigator remains neutral regardless of who has requested and retained the investigator. An investigator assesses the whole of the evidence through an unbiased process.
- Employers are bound by Employment Standards, Statutes and internal policies, and are conscientious about ensuring their employees have a safe environment in which to be productive. In many instances of workplace complaints, an employer who is proactive in investigating and properly addressing the complaints can avoid lawsuits and tribunal hearings such as those conducted by The Human Rights Commission, because they take immediate action through investigating, and then deal with the problems by implementing the recommendations of the investigator to address current problems and prevent future issues.
- Most complainants just want the issues dealt with by the employer so that they can feel safe and comfortable at work. They usually do not wish to enter other processes unless they are not getting anywhere with their grievances through the employer. Early intervention can avoid or mitigate potential lawsuits and tribunal hearings and can result in the prevention of losses due to penalties or judgment awards.
- In some cases, a complainant will not be satisfied with the outcome of an investigation and will commence a lawsuit or tribunal hearing. Procido LLP’s litigation team can assist you in that event.
- An investigator conducts interviews with the complainant, the party or parties alleged of misconduct and any witnesses. After reviewing internal policies, regulations and applicable statutes and applying the principles therein to the case, the investigator makes a finding as to whether the allegations have merit. A written report, inclusive of opinions and recommendations on how to rectify the problem and prevent future issues from arising, is then prepared and provided to the client.
- The investigator will provide a confidential report only to the party that has retained the investigator. Dissemination of the report is at the discretion of the client. It is then up to the client to implement the recommendations or take corrective actions. The investigator does not take any role in the implementation of recommendations or facilitation of change in the workplace. Their role is simply to investigate, determine whether the complaint is valid and if so to provide recommendations that would assist in rectifying the immediate problem and any similar issues in the future.
- The cost to the client retaining the investigator is based on an hourly rate, fixed price, fee estimate or through another flexible fee arrangement dependent on the number of issues in the case and the number of participants and witnesses. Although the initial cost of an investigation may be significant in some instances, if the employer is diligent in implementing rectifying processes, the employer can mitigate future losses due to similar problems. The benefits of early investigation include long term financial savings, reputation management and employee productivity.
- Iffat is trained in the PEACE model of interviewing that was developed through the collaboration of peace officers and psychologists, and which is a non-accusatory approach to information gathering in the investigative process.
- She conducts investigations in the following areas:
- Based on any legally prohibited grounds, being; race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered;
- Sexual harassment;
- Stalking, threats, intimidation;
- Abuse of power;
- unreasonable or excessive communications;
- belittling, abusive, or offensive communications;
- bullying, threats, and assault;
- cyber bullying;
- Regulatory Compliance:
- breaches of, or noncompliance with government or internal regulations;
- breaches of, or noncompliance with government or internal policies.
Resolution-based Family Law:
- Parenting Coordinator.
Wills and Estates
Residential Real Estate
Resolution-based Family Law
- Iffat is a certified mediator listed on the Government of Saskatchewan’s list of qualified mediators. She conducts mediation with parties who wish to resolve matters without the need to litigate their legal issues. She also conducts mediation for those parties who are required to attend mandatory mediation as part of a Court’s prerequisite under the Rules of Court.
- Mediation is a process whereby a mediator facilitates 2 or more parties in identifying issues, assessing their needs and then working together to arrive at solutions that meet each of their needs. An interpersonal violence screening is conducted at the intake to ensure the process is right for the parties.
- Litigation is a process over which parties have no control of the outcome. However, mediation allows for your input and factual evidence, but also your feelings and needs. The parties have full control over the agreements they enter into and also the ability to change those agreements if they later require it.
- Mediation is cost-effective and often parties learn how to make decisions together going forward, without the need to engage in future litigation. Mediation often preserves or improves the relationship between the parties.
- Iffat is a certified Parenting Coordinator (“PC”) listed on the Government of Saskatchewan’s list of qualified Parenting Coordinators in Saskatchewan. The Parenting Coordinator Program is relatively new in the Province of Saskatchewan and is an alternative dispute resolution mechanism designed to take families out of court to resolve their parenting matters.
- The parenting coordinator process can be entered into voluntarily by parents who are having difficulty in resolving parenting issues between themselves. Parties can also be directed by a court to utilize the services of a parenting coordinator to keep parenting issues out of the court system.
- The process involves interpersonal violence screening to ensure that it is the right process for the parties to engage in.
- A PC seeks input from the parties regarding the issues to be resolved and then tries to mediate a resolution. If no resolution can be reached, then the PC can make a binding decision for the parties, with the paramount consideration being the best interests of the children.
- A PC can assist with the implementation and fine tuning of existing court orders. They can also assist parents who wish to enter into new agreements and move away from the terms of an existing order.
- It is not necessary to have an existing order or agreement to utilize the services of a PC, anyone at any stage of separation or post separation can agree to utilize this service.
- Once you have engaged the services, a PC can work with the family up to a 2-year period, which can be renewed if needed or shortened if the parties have dealt with all of their issues. While engaged with a PC, parties are precluded from bringing applications in court related to matters that are being dealt with by the PC.
Other family law services Iffat provides include the preparation of Prenuptial Agreements, Cohabitation Agreements, Separation Agreements, Parenting Agreements, and Child Support Agreements.
- Given the rising costs of litigation, many people are choosing to represent themselves in court matters. A legal coach provides a self represented party with many resources to assist them in their litigation journey. Iffat is a certified legal coach and provides assistance to people who represent themselves in court.
- Services can include assistance with explaining court processes, explaining, assisting with, or preparing required court forms, explaining legislation and regulations and how these apply to the case, providing advice and opinions, assisting with the preparation of legal briefs and arguments, doing case research and assisting with managing different stages of litigation.
- The service is individually tailored to meet the specific needs of the self represented litigant. The services are chosen by the self represented party and can be dynamic to accommodate their needs as their file progresses.
COMMUNITY INVOLVEMENT AND VOLUNTEER EXPERIENCE
- Board Member, Legal Aid Commission
- Friendly Legal Service Providers, LGBTQ
- Probono Services, Human Rights Complaints Cases, 2011
- Member/Librarian, Saskatoon Glass Workers Guild, 2007-2012
- Secretary, Saskatoon Glass Workers Guild, 2011-2012
- Panel Member for Practices, Jessup Moot, 2019
- Young Lawyer’s North-Presenter on Practice Management, Saskatoon CBA, 2020
- Student Volunteer Probono, University of Saskatchewan, 2003-2007
- Student-Classic- Community Legal Assistance Services, Saskatoon Inner City Inc., 2006-2007
- Volunteer Lawyer- Classic- Community Legal Assistance, Saskatoon Inner City Inc., 2008-2010
- Member, CBA, 2008
- Member, SBA, 2008
- Member, STLA, 2010
- Board Member, Saskatchewan Legal Aid Commission, 2020
- District Governor, Saskatchewan Trial Association (STLA), May 2012- January 2014
- Editor, The Advocate Quarterly, Saskatchewan Trial Association (STLA), January 2014- December 2016
BAR ADMISSIONS & EDUCATION
- Saskatchewan Bar, 2008
- LL.B., Saskatchewan, 2007
- Law 498- Law and Happiness, Sectional lecturer, University of Saskatchewan, 2016-2020
- Presentation for Classic to Public Conference, Protection of Children and Rights of Children, 2010
- In House CLE, Child View Training for New Family Law Lawyers, 2015
- In House CLE, Imputing Income in family Law Matters, 2015
- In House CLE, Parental Alienation, 2015
- The Dichotomy In Standards Of Judicial Authorization Between Section 184 And 185 – The Saskatchewan Advocate Volume: 15 Issue: March/2013 1 – Cited By The Court In R. V. Shingoose, 2013 Carswellsask 234, 2013 Skqb 131,  S.J. No. 215, 106 W.C.B. (2d) 317, 418 Sask. R.
- Calculating Parenting Time – Meeting The 40% Threshold – The Saskatchewan Advocate December 2013
- The Cost Of Access – The Saskatchewan Advocate Volume: 16 Issue: March/2014
- The Right To Die – Part 1 – The Saskatchewan Advocate volume: 16 Issue: December/2014
- The Right To Die – Part 2 – The Saskatchewan Advocate Volume: 17 Issue: March/2015
- The Right To Die – Part 3 – The Saskatchewan Advocate Volume: June 2015 Issue: June/2015
- Right To Die – Part 4 – The Saskatchewan Advocate Volume: September 2015 Issue: September/2015 3
- What’s Up With The New Rules? Appearance Day Notices Versus Application – An Editorial In Frustration The Saskatchewan Advocate Volume: 15 Issue: September/2013 3
- 10-4 Good Buddy! The Saskatchewan Advocate Volume: 16 Issue: March/2014
- STLA’s 30th Spring Conference: Legal Symposium Conference Recap – The Saskatchewan Advocate Volume: June 2015 Issue: June/2015 2
- STLA Fall Conference Recap (2012):Ethical Issues In Saskatchewan Law-The Saskatchewan Advocate Volume: 14 Issue: December/2012 4
- STLA Fall 2015 Conference Recap The Saskatchewan Advocate Volume: December 2015 Issue: December/2015
- Editorials In The Saskatchewan Advocate – The Quarterly Publication Of The Saskatchewan Trial Lawyers Association
- Editor’s Message, Why Can’t We All Just Get Along? The Saskatchewan Advocate, March 2014
- Editors Message, A Time For Renewal, The Saskatchewan Advocate, June 2014
- Editors Message, Be Grateful For How Lucky You Are, The Saskatchewan Advocate, September 2014
- Editor’s Message, Festivus For The Rest Of Us, The Saskatchewan Advocate, December 2014
- Editors Message, There Is No Such Thing As “Super Lawyer”, The Saskatchewan Advocate, March 2015
- Editors Message, Writer’s Block, Fact, And Fiction, The Saskatchewan Advocate, June 2015
- Editor’s Message, Go Riders!, The Saskatchewan Advocate, September 2015
- Editor’s Message, It Is The Only System We Have, The Saskatchewan Advocate, December 2015
- Editors Message, Because It’s 2016, The Saskatchewan Advocate, March 2016
- Editors Message, Finding The Humor Everyday, The Saskatchewan Advocate, June 2016
- Editors Message, The Three-Legged Dog, The Saskatchewan Advocate, December 2016
PROFESSIONAL ACHIEVEMENTS AND AWARDS
- Glider Pilot License
- Private Pilot License
- Diploma in Business Software Applications
- Gold Medal Recipient Business Software Applications Northlands College
- Canadian Armed Forces Civilian Instructor school, Officer Cadet Certification
- Canadian Armed Forces Civilian Instructor school, Lieutenant Qualification
- Certificates in Investigation Preparation and Planning, Investigative Interviewing, Investigating Harassment and Sexual Harassment in the Workplace, PEACE Model Interviewing, Report Writing for Investigators.