Harassment & Discrimination
Sensitive, confidential investigation of complaints involving harassment, discrimination, or retaliation.
Workplace Investigations
Neutral, Thorough Workplace Investigations
When a serious complaint arises, a fair and well-documented investigation protects everyone involved — and protects your business. Forge HR Group provides impartial, experienced investigators so you don't have to investigate your own team.
Why it matters
Some complaints are too serious to handle in-house
Harassment, discrimination, and misconduct allegations demand an impartial, professional response. A rushed or biased internal inquiry can make things worse — for the people involved and for your legal exposure.
As a neutral third party, Forge HR Group conducts investigations that are prompt, thorough, and defensible. We interview the right people, gather and weigh evidence, and deliver clear written findings and recommendations — giving you a credible basis for whatever action comes next.
What's included
Our investigation services
Misconduct & Policy Violations
Objective review of theft, dishonesty, safety violations, and serious policy breaches.
Impartial Third Party
An outside investigator removes bias and protects the credibility of the process and its outcome.
Interviews & Evidence
Structured interviews of the complainant, respondent, and witnesses, with careful evidence gathering.
Documented Findings
A clear written report with findings, credibility assessments, and recommended next steps.
Remediation Guidance
Practical recommendations on discipline, policy fixes, and follow-up to prevent recurrence.
Our approach
How a workplace investigation works
Intake & Plan
We define the scope, identify who needs to be interviewed, and set a prompt timeline.
Investigate
We conduct impartial interviews, gather evidence, and assess the facts objectively.
Report
You receive documented findings and clear recommendations you can act on with confidence.
Why it protects you
You have a legal duty to investigate — and to do it well
Once an employer learns of a complaint involving harassment, discrimination, or serious misconduct, the obligation to investigate promptly and fairly kicks in. Ignoring it — or botching it — can turn one problem into a far bigger liability.
A credible investigation does more than check a box. It surfaces what actually happened, gives every party a fair chance to be heard, and creates the documented record you'll rely on if a decision is ever challenged. Because we act as a neutral outside party, no one can credibly claim the outcome was predetermined or biased — a protection an internal, in-house investigation often can't offer.
Just as important, a professional process limits the collateral damage: rumors, retaliation, and eroded trust that spread when a sensitive complaint is handled clumsily. Doing it right the first time protects your people and your business at the same time.
- A prompt, good-faith response on record
- Impartiality that withstands scrutiny
- Clear findings you can act on
- Reduced risk of a larger claim
Standards that hold up
What makes an investigation defensible
An investigation is judged twice — once by the people involved, and later, potentially, by someone with no stake in it at all. Both need to see the same thing.
Four things do most of the work. Promptness — the EEOC's harassment guidance expects employers to act once they know, and delay is among the first things scrutinized. Impartiality — the investigator must have no stake in the outcome and no reporting line to anyone involved. Thoroughness — every relevant witness interviewed and every relevant document reviewed, including the ones that cut against the likely conclusion. And documentation — findings recorded against the evidence supporting them.
The other half is what happens around it. Protecting the person who raised the concern from retaliation is a separate obligation from investigating the complaint itself, and it is frequently where employers who did everything else correctly still end up exposed. So is closing the loop: telling the parties the process has concluded, and acting on what was found.
- Started promptly, not once it becomes convenient
- Run by someone with no stake in the outcome
- Every relevant witness and document considered
- Retaliation risk managed as its own obligation
FAQ
Workplace investigation questions
Any time a complaint involves harassment, discrimination, retaliation, or a manager or owner — or whenever an internal investigation could be seen as biased. An impartial third party protects the integrity of the outcome.
Need a neutral investigation handled properly?
Contact us for a confidential consultation and we'll help you respond the right way.