We begin by clarifying the nature of the concern—whether it involves discrimination, harassment, retaliation, or an employee relations issue. At this stage, we define scope, parties, timelines, and expectations so the process is transparent from the start.

Through interviews, document review, and credibility assessments, we gather the information needed to fully understand the situation. The fact-finding approach is tailored to each organization and may differ depending on whether the workplace is unionized or non-union.

Once the information is analyzed, we prepare a report of findings that is clear, concise, and designed to give decision-makers confidence. Reports are structured to withstand review by internal leadership, outside agencies, or arbitration panels.

Beyond delivering findings, we provide recommendations that help organizations move forward. This may include advising HR or leadership on next steps, identifying training opportunities, or suggesting policy improvements that reduce future risk.