Investigating for Employer Clients and as an Outside Neutral

The law requires investigation into complaints of harassment or discrimination and, if warranted, prompt, appropriate corrective action. I believe that an investigative process can also be an effective tool to aid management in making decisions, such as about employee discipline or terminations, accommodations for a disability or religious practice, or addressing internal conflict. I regularly train HR managers on conducting effective investigations and guide clients through internal complaint investigations.

I have been retained to conduct more than 25 investigations for organizations when a neutral third party is needed. Issues investigated include claims of sexual harassment, unlawful discrimination, whistleblowing, embezzlement, retaliation, and bullying. I have done investigations for educational institutions (college, university and K-12 schools), law firms, governmental entities, publicly traded companies, medium sized businesses, restaurants, healthcare, and nonprofit. Depending on client preference, I can travel to do interviews in person or use remote technology which has enabled me to more efficiently conduct investigations throughout the country.

More details to come!