Workplace investigations provide employers with an effective tool to make informed employment decisions. Workplace investigations provide employees with a forum to raise sensitive issues. In some cases, it is required by law. In others, it is the wisest action. We can help.
We are impartial investigators of complex workplace matters:
Impartial, really?
For transparency’s sake, let’s address the hard question. It is a common fear that outside investigators are biased. After all, they are paid by the employer. We understand. It is a legitimate fear. It assumes, however, that the employer has a preconceived outcome, that the investigator knows it, and that the investigator acts in bad faith to satisfy that preconceived outcome. Because our integrity and reputation depend on it, we practice in a way that avoids any appearance of or actual bias. That means we have no interest in the outcome of the investigation. How do we prove it? In part, by a thorough, credible analysis of the facts that shows the reader the reasoned conclusions.
This does not always mean that every party involved in the investigation will agree with our conclusions. It does mean that we take our job seriously, that we respect the parties and that we want to get it right.
