Workplace    Investigations

Allegations of workplace misconduct are inherently serious matters. Whether relating to
discrimination, harassment, bullying, retaliation, or other violations of the law or company policies, such accusations can poison the work environment, sow distrust and discomfort among employees and executives, and, of course, result in costly and disruptive claims, lawsuits, or administrative sanctions. The significant legal, financial, and reputational risks implicated by such allegations can grow exponentially when an employer fails to act and respond swiftly, appropriately, and in a manner that can insulate it from legal exposure.

The cornerstone of any response to workplace misconduct allegations is a thorough, impartial, and independent investigation. All too often, however, employers often choose to conduct investigations internally, tasking HR, in-house legal counsel, or other personnel with the time-consuming and demanding responsibility of interviewing employees, forming conclusions, and preparing reports and recommendations.

This approach comes with significant downsides and risks for employers. It can create an impression that the employer does not take the matter as seriously as is warranted, diverts personnel from their myriad of other responsibilities, and is subject to the investigator's conscious and subconscious biases. Most critically, an internal investigation, including those conducted by longstanding outside employment counsel, will not provide an employer with the legal protections and advantageous presumptions that only a truly independent, third-party process can.

I established J3 Consultants to provide employers with the resources, experience, and insights to get to the truth and lay the foundation for resolutions that bring a sense of closure, fairness, and justice to the parties involved while also satisfying legal obligations. I have led complex workplace investigations involving sensitive and potentially explosive accusations and have earned the certificate designation of AWI-CH from the Association of Workplace Investigators, the gold-standard designation for the field.

Our teams of experienced investigators, deployed efficiently and prudently, engage in a
systematic, comprehensive process designed to minimize disruption, distraction, and time off task for employees. We hit the ground running by asking the right questions of the right people with sensitivity and discretion, seeking relevant evidence, and evaluating witnesses' responses. This helps us uncover all pertinent information, leading to thoughtful decisions documented in detailed reports. We address parties' concerns by clarifying the next steps, sharing appropriate information, and allowing feedback when permissible. Our goal is to ensure all parties feel heard and confident in the process. 

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To learn more about our workplace investigation experience and capabilities, please contact J3 Consultants.
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