Our Investigation Process

A workplace investigation is a neutral fact-finding process used to assess allegations of misconduct or policy violations through interviews and review of relevant records. 

An investigation is typically appropriate when there are allegations of harassment, discrimination, retaliation, bullying, threats, safety concerns, or other serious conduct issues, even if the report is informal. 

Most  Independent means the investigator is neutral and not part of the organization’s management chain, reducing perceived bias and strengthening defensibility. cases can begin within 48 to 72 hours of receiving authorization and relevant materials.

Common matters include harassment, discrimination, retaliation, hostile work environment, bullying, whistleblower-related concerns, policy violations, and leadership or executive complaints. 

Intake typically includes clarifying the allegations, identifying applicable policies, defining the scope and time period, identifying initial witnesses and records, and confirming the standard of proof to be applied. 

Timing depends on scope, witness availability, and the volume of records. Many matters conclude in a few weeks, while complex cases can take longer. 

Usually the complainant, the respondent, and witnesses who observed relevant events or have information about key decisions, communications, or context. 

Common records include emails, texts and messaging app communications, calendars, schedules, performance documentation, prior complaints, policies, meeting notes, and relevant photographs or screenshots. 

Information is shared on a need-to-know basis. Participants are generally instructed not to discuss the matter during the process, but complete confidentiality cannot be guaranteed. 

A typical report documents the scope, methodology, sources reviewed, interviews conducted, credibility considerations, and findings for each allegation based on the evidence.