When a complaint is raised, how you respond matters as much as what you find. We conduct fair, documented investigations and help you act on the results.
A complaint about harassment, discrimination, retaliation, or misconduct puts every leader in a difficult position. Move too slowly and the problem grows. Move without a fair process and you risk the wrong outcome, a damaged team, and weaker footing if the matter is ever reviewed by an agency or court.
An outside investigator brings neutrality, particularly when the person accused is a leader or when the organization is small enough that everyone knows everyone. We gather the facts, document the process, reach findings based on the evidence, and help you decide what to do next.
Clarifying the allegations, identifying witnesses and documents, and planning interim steps to protect everyone involved.
Structured, respectful interviews with the complainant, the respondent, and witnesses.
Emails, messages, schedules, and records relevant to the allegations.
A written report explaining what was alleged, what was found, and the reasoning behind each finding.
Practical next steps, from training and policy updates to corrective action.
Check-ins after the investigation to guard against retaliation and confirm the issue is resolved.
We review your current policies, practices, and risk areas, and listen to what leadership is seeing day to day.
We draft the policies, processes, and tools the engagement calls for, written for your organization rather than pulled from a template.
We roll the work out alongside your team, including manager training and employee communication.
Ongoing support keeps the work current as laws change and your organization grows.
Consider an outside investigator when the accused person is a senior leader, when the allegations are serious, when there is no neutral person internally, or when the organization wants an independent process.
For serious allegations or when litigation seems possible, we recommend involving your employment attorney. We can conduct the investigation in coordination with counsel.
We keep information as confidential as the process allows and share it only with people who need to know. No investigator can promise complete confidentiality, because witnesses must be asked about the facts.
It depends on the number of allegations and witnesses and on availability. We set expectations at intake and keep leadership updated throughout.
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Schedule a consultation to talk through where your organization stands today and where you want it to go.
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