Fact-Finding.

When sensitive workplace disputes arise, a fact-finding investigation is often necessary to reduce potential legal exposure and ensure legal compliance. While most workplace investigations can be handled internally, many issues call for an investigation by a neutral third party. This may be the case in those situations where potential monetary exposure is significant, allegations are made against upper echelon officials, company personnel are too close to a situation to make a credible determination, and/or if the skill level of those charged with the duty to investigate is not what it should be.  What makes these situations more complicated is that the organization’s legal counsel may effectively be precluded from conducting the investigation for fear of losing various legal privileges. In these cases, a neutral investigator may be necessary to conduct an independent investigation with appropriate legal conclusions and recommendations.