Workplace Investigation
Prompt, thorough investigations that get to the facts without unnecessary cost or disruption to your workplace.
I conduct fair, thorough, and timely workplace investigations for employers, bringing impartiality, rigor, and a deep understanding of employment law to each one. I make sure everyone involved has a real chance to be heard, while staying focused on what you need: a prompt, well-reasoned, and cost-effective resolution.
When to bring in an outside investigator?
Choosing a neutral investigator is one of the most important decisions in any investigation. An outside investigator is often the right call when:
The complaint involves someone more senior than the person who would otherwise investigate it
The internal investigator has, or could be seen to have, a bias involving the complainant or others involved
Other circumstances would make it hard for someone inside the organization to stay objective and independent
The complaint is likely to end up in litigation
Why work with me?
My aim is to do everything a thorough investigation requires, and nothing it doesn't. Interviewing people who don't need to be interviewed or reviewing documents that don't matter adds cost and unsettles your workplace. I analyze the allegations and evidence up front, so the investigation stays focused. And because I'm a solo practitioner, I personally handle every interview and write every report.
How does the process work?
Initial call. We talk through the complaint, who's involved, and what you need. We cover scope and logistics, including timing, scheduling, and budget.
Engagement letter. Once you retain me, I send a written engagement letter setting out the scope and terms of the investigation.
Planning call. Before interviews begin, I confirm with your point of contact who needs to be interviewed and flag any practical constraints, such as an employee's upcoming leave or departure. I may ask for relevant documents at this stage.
Complainant interview. I usually meet with the complainant first, typically within a few business days of being retained. I get a detailed account of the allegations and identify potential witnesses and evidence.
Scope check. New allegations often come up in the complainant interview. When they do, I come back to you promptly to decide whether to expand the scope before going further.
Witness and respondent interviews. I interview the relevant witnesses and update you after each one. I interview the respondent last, explain the allegations, and give them a full opportunity to respond.
Report. After the interviews and document review, I typically need about two weeks to prepare the written report. This includes reviewing the full file and checking the analysis for fairness and consistency before delivery.
Findings. You receive a written report of my factual findings. You decide discipline or corrective action. As in any attorney-led investigation, my role is strictly that of a neutral fact-finder.
How long does it take?
A straightforward matter, with one complainant, one respondent, and a handful of witnesses, usually takes four to eight weeks from engagement to final report. Matters with multiple complainants, many documents, or hard-to-schedule witnesses can take longer. When speed matters, for example, when a respondent is on administrative leave or a key witness is about to leave the company, I prioritize the investigation and move as quickly as the facts allow.
