Workplace Investigations
Neutral, well-documented fact-finding when a complaint needs an outside view.
Association of Workplace Investigators Certificate Holder (AWI-CH)Embedded Files
When to bring me in
When to bring me in
A complaint involves a senior leader
Internal HR has a conflict of interest
Allegations of harassment, discrimination, retaliation or bullying
The matter could end up in litigation
You need a finding that holds up to scrutiny
How it runs
How it runs
1. Intake and scope
2. Investigation plan: participants, timeline, evidence
3. Interviews and evidence review
4. Findings report tying the facts to policy, plus a briefing for HR, Legal or counsel
Who I work with
Who I work with
Employment law firms
HR and Legal teams
Labor Relations
Senior leaders and boards
What I take on
What I take on
Harassment and discrimination
Harassment and discrimination
Complaints investigated with care and a clear record.
Retaliation and bullying
Retaliation and bullying
Fact-finding that protects everyone involved.
Performance and conduct concerns
Performance and conduct concerns
Structure for issues managers can't resolve alone.
Policy and conduct violations
Policy and conduct violations
Findings tied directly to your policies.
Case management
Case management
Accurate, timely documentation from intake to closure.
Post-investigation steps
Post-investigation steps
Fair follow-up actions and training to reduce future risk.
Track Record: I've conducted an average of 12 complex workplace investigations per quarter, partnering with law firms, HR Legal and Labor Relations to reach fair, consistent outcomes. Read the full case study.
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