Workplace Investigations
Independent, Neutral, and Built for the Real World
When a workplace complaint involves harassment, discrimination, retaliation, misconduct, or serious interpersonal conflict, employers are often told the safest option is to “call a lawyer.”
That advice is incomplete.
While attorneys play an essential role when legal representation is required, most workplace investigations are not litigation. They are fact-finding processes that require neutrality, structure, and credibility — not advocacy.
I provide independent, third-party workplace investigations for Maine employers who want concerns handled correctly, fairly, and defensibly, without immediately escalating the situation into a legal dispute.
This service is offered as a stand-alone engagement and is frequently used by organizations that already have an internal HR department but need an external investigator to ensure objectivity.
Why HR-Led Investigations Often Work Better Than Legal Ones
Workplace investigations are not about arguing a case. They are about determining what happened.
Attorneys are trained to advocate for a client’s legal position. Investigators are trained to gather facts impartially, assess credibility, and document findings.
An HR-led investigation offers several practical advantages:
The process is focused on fact-finding, not legal strategy
Employees are often more willing to participate openly
The investigation can proceed promptly, without procedural delay
Findings are practical, actionable, and tailored to workplace realities
In many cases, involving legal counsel too early can escalate tensions, increase defensiveness, and turn an internal issue into an adversarial process before that is necessary.
Cost Matters — Especially Early On
Workplace investigations require time, interviews, documentation, and careful analysis. How that time is billed matters.
Employment attorneys typically bill at significantly higher hourly rates than experienced HR investigators. For many employers, that cost difference alone can determine whether an investigation is thorough or rushed.
More importantly, investigations conducted at a reasonable cost allow employers to:
Address concerns promptly instead of delaying action
Fully investigate rather than limiting scope due to expense
Reserve legal counsel for situations where representation is actually needed
Cost efficiency does not mean cutting corners. It means using the right professional for the task.
Why a Neutral Third-Party Investigator Matters
Neutrality is the foundation of a defensible investigation.
As an independent investigator, I am not part of your management team, HR structure, or internal relationships. I do not make employment decisions, and I do not represent either party.
That independence matters.
For employers, neutrality:
Strengthens credibility with employees, agencies, and tribunals
Reduces claims that outcomes were biased or pre-determined
Supports good-faith defenses in unemployment, agency, or legal reviews
Demonstrates responsible governance and risk management
For employees, neutrality:
Provides a credible, confidential place to raise concerns
Encourages more honest participation
Increases trust in the fairness of the process
Investigations that appear biased often create more risk than the original complaint.
Neutral Third-Party Investigations enhance
credibility, impartiality, and trust.
How Investigations Are Conducted
Each investigation is structured, consistent, and proportionate to the issue raised. While every situation is different, investigations typically include:
Intake and clarification of the allegations
Development of a defined investigation scope and plan
Interviews with involved parties and relevant witnesses
Review of applicable policies, records, and documentation
Objective assessment of facts and credibility
Clear findings based on evidence
Practical recommendations for corrective or preventative action
Throughout the process, I work with ownership or designated leadership to ensure alignment with legal requirements, internal policies, and organizational culture.
When an Independent Investigation Is Appropriate
Employers most often engage an external investigator when:
A complaint involves HR, management, or senior leadership
The accused is within the reporting chain of the complainant
Prior internal handling has not resolved the issue
Allegations involve harassment, discrimination, retaliation, or misconduct
Findings may later be reviewed by an agency or court
Internal neutrality could reasonably be questioned
Using a neutral investigator is not an admission of wrongdoing. It is a proactive risk-management decision._
Who This Service Is For
This service is used in situations where neutrality, credibility, and independence are essential to the investigation process.
Employers with established HR departments who need an independent investigator for credibility, neutrality, or risk management
Small and mid-sized organizations without internal HR capacity that need a structured, legally defensible investigation process
Boards, owners, and leadership teams seeking an objective review of allegations involving management or senior staff
Employers facing sensitive or high-risk complaints, including harassment, discrimination, retaliation, misconduct, or ethics concerns
Organizations where the complaint involves a family member, owner, or long-tenured employee, making internal handling impractical or perceived as biased
Workplaces with close-knit teams where personal relationships, history, or loyalty could undermine trust in an internal investigation
Employers responding to agency inquiries or preparing for potential litigation, who need documentation that will withstand external scrutiny
Engagement does not require an ongoing HR consulting relationship.
The Bottom Line
Workplace investigations are not about winning or losing. They are about credibility, fairness, and defensible decision-making.
Handled correctly, investigations protect employees, leadership, and the organization as a whole.
If you need an independent investigator to assess a workplace complaint objectively and professionally, let’s talk about the right approach.