Workplace Investigation services & Conflict Resolution

Internal Investigations, Employee Relations, Workplace Investigations, Conflict Resolution, HR, ER

Harassment Claims, Internal Conflict & more...

We partner with our clients to conduct a thorough investigation of incidents that may be beyond the scope of our clients internal HR function. We offer reliable investigation services specializing in investigating highly sensitive issues involving high-ranking executives, management, supervisory and front line employees.

Our investigation services offerings include:

Workplace investigations: encompasses common workplace misconduct such as harassment, discrimination, theft, retaliation, and more.
100% virtual process or onsite investigative capabilities: conducting comprehensive end-to-end investigations that deliver results and a detailed investigation summary.

We provide a free consultation with interested clients and can facilitate an investigation that fits each unique situation and business needs.

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What is a Workplace Investigation

A workplace investigation is an objective, independent, and systematic process of uncovering facts about a specific incident that occurred within the workplace, or while in on duty outside of the worksite. It involves carefully reviewing a complaint or grievance for specific misconduct, policy violation, or unethical behavior to reach a final determination and deciding the appropriate course of action moving forward.

Workplace investigations usually are initiated as a result of offenses and violations that can negatively impact an organization's operations, legal compliance, and overall reputation.

The list below shows the most common occurring types of issues that typically result a formal investigation taking place:

Company policy violations: Repeated and/or serious offenses
Discrimination: Based on age, gender, color, sexual orientation, gender identity, nationality, disability, religion, personal beliefs, or any other protected status.
Harassment: Sexual harassment, bullying, physical assault, intimidation, threats of violence, and other illegal or inappropriate behavior.
Workplace Violence: Criminal intent, customer, worker-on-worker, interpersonal
Criminal offenses: Theft, misappropriation of funds, money laundering, extortion, fraudulent practices, and other related issues.

The success of the investigation lies in how investigation process is facilitated. Many companies find themselves in legal peril due to inaccurate investigations and this is where we can help. Reach out and let us discuss the nature of the concerns you are dealing with and we can customize an investigation plan that fits your specific needs.

Our Team

At Groff-Swint HR & Employee Relations, our investigators are seasoned professionals with years of hands-on experience in facilitating workplace investigations across various industries. Whether it's manufacturing, government contracting, call centers, help desks, hospitality, or any other sector, our team has the expertise and knowledge to handle complex investigations with sensitivity and thoroughness.

With a deep understanding of diverse work environments, our investigators are committed to delivering fair and impartial results, ensuring that your organization's values and policies are upheld throughout the process. Trust our team to provide the expert guidance and support you need for effective resolution in any workplace investigation scenario.

- Conflict Resolution - Investigation services - workplace conduct - hostile work environment -

What occurs during a well facilitated investigation?

Workplace investigations, while essential for maintaining a safe and respectful work environment, can also pose certain risks if not conducted carefully. One of the main risks is the potential for legal action if the investigation is perceived as biased or unfair. This could result in costly litigation and damage to the company's reputation.

Additionally, unexperienced HR Staff or investigators can create tension and conflict among employees, especially if confidentiality is breached or if there are delays in the process. There's also a risk of damaging employee morale if the investigation is mishandled or if employees feel that their concerns are not being taken seriously.

To mitigate these risks, we conduct investigations promptly, impartially, and confidentially, following established policies and procedures.

A compliant accurate workplace investigation involves several key steps to ensure fairness and thoroughness. .

The investigator should gather relevant information, such as statements from the complainant, the accused, and any witnesses.

Next, they should review any relevant documents, such as emails, records, or policies. The investigator should then analyze the information to determine the facts of the case.

After that, they should conduct interviews with all parties involved, ensuring confidentiality and impartiality throughout the process.

Once all the information is gathered, the investigator should document their findings in a detailed report, including any recommendations for action.

Finally, the employer should take appropriate action based on the investigation's findings, which may include disciplinary action, training, or policy changes, to prevent similar issues in the future.

We really appreciate when our clients take the time to provide a review!

We reached out to Groff-Swint HR & Employee Relations to facilitate a workplace investigation that required a third-party review and expert recommendations. From the outset, Steven demonstrated exceptional professionalism and expertise, handling the complex investigation quickly and thoroughly.

He meticulously gathered and analyzed all necessary information, ensuring no detail was overlooked. The detailed investigation summary provided was comprehensive and insightful, offering excellent recommendations that addressed all our concerns.

We were thoroughly impressed with their dedication and the quality of their work. We highly recommend Groff-Swint HR & Employee Relations and look forward to collaborating with them again in the future.

Sheri H., SPHR

CHRO

Workplace Investigation, Conflict Resolutions, Hostile Work Environment, ER, HR, EEOC, Groff-Swint