Careful consideration, without prejudgment
Workplace Investigations
Our investigative team gives workplace concerns, the people involved, and their accounts careful consideration. Discuss the situation and the scope of an inquiry with Trident Investigations LLC.
Interviews, evidence, and clear reporting
Our investigators conduct workplace inquiries involving interviews, documentary evidence, and investigative reports used in HR and legal decisions. Andrew leads the firm; his qualifications include Certified Internal Affairs Investigator, along with training in workplace harassment, implicit bias, and conflict resolution.
Discuss a workplace question
If you are considering an investigation into a workplace concern, explain your connection to the situation and ask our team whether the matter fits our services. Requesting an inquiry does not establish that an allegation is true.
Define the concern before drawing conclusions
Keep the question distinct from any proposed conclusion about the people involved. The scope and engagement details must be agreed with our team.
- What workplace event or concern needs examination?
- Which points are based on your own observations, and which were described by others?
- What remains unclear, and are there relevant deadlines?
Start with the concern, not a personnel file
Prepare a brief, high-level description of the workplace concern and your main question. Do not include sensitive employee information, names of other people involved, or attachments in an initial inquiry. Ask our team what further information is needed and how to provide it.
Frequently asked questions
Does raising a workplace concern establish misconduct?
No. A workplace concern is a reason to ask questions, not a finding against anyone. Explain what needs examination without presenting an allegation as a settled fact.
How should I describe differing workplace accounts?
Identify the point of disagreement in general terms and distinguish your observations from what others have told you. Leave sensitive details out of the first workplace inquiry and discuss next steps with our team.
Should I attach employee records to a workplace inquiry?
No. Do not send employee records or other sensitive workplace materials with an initial inquiry. Ask our team what information is appropriate and how it should be provided before sharing it.